Business Challenges
Pittini faced challenges common to large industrial groups, particularly concerning the upskilling and engagement of a dispersed, blue-collar workforce in an environment where change is difficult.
The main challenges included:
- Disconnection between Training and Business: Training was managed as a “checkbox exercise,” with reports showing only completion rates, but silence when asking what had actually changed in the business.
- Ineffective Development Processes: Employees focused exclusively on KPIs, ignoring skills, behaviors, and personal growth. The development component was considered “almost invisible.”
- Failure of Previous Solutions: Traditional classroom training was not scalable, and generic e-learning failed to take off. 80% of employees were dissatisfied with performance logic and disengaged from general development programs.
- Digital Resistance: There was skepticism toward digital transformation, and digital learning was often perceived as “corporate noise” or something to be ignored.
- Managerial Overload: Managers were overwhelmed and unable to consistently support learning across various plants. Before Viblio, managers spent 3 to 6 hours per employee manually constructing learning paths—a huge time drain taken away from effective leadership.
- Competitive Risk: Without faster upskilling, Pittini’s operational excellence and competitive advantage were at risk. The real challenge wasn’t the lack of content, but getting people to actually use it.
Solution
Pittini did not need another platform; it needed adoption, and fast. Viblio was chosen because it addressed the root cause of the problem—lack of engagement—by treating learning as a behavioral change, not just content distribution.
Viblio adopted a pragmatic approach, focused on impact and simplicity:
- Relevance and Usability: The focus was on relevance and usability, eliminating the “noise.” The system automated personalized learning paths based on simple interviews.
- Internal Knowledge Acquisition: Practical knowledge was captured through short video interviews with Pittini’s internal experts, frontline workers, supervisors, and managers.
- AI-Powered Personalization: Artificial Intelligence (AI) was used to instantly build personalized learning paths for every employee, aligned with their role, current skills, and daily challenges.
- Curated Content: The system merged Pittini’s internal materials with curated, highly relevant external content, avoiding generic libraries.
- Minimal Friction: The solution was delivered via a simple, mobile-friendly interface, accessible anywhere and anytime, with no need for LMS (Learning Management System) migration or additional workload for HR or managers.
- Fast, Un-overloaded Rollout: The preparation phase (interviews) took only 2 weeks, followed by automated personalization via AI, with Go-Live as early as the third week.
- Role of HR and Managers: HR involvement was minimal. Managers were involved as content contributors, not project owners, ensuring buy-in without overload.
“We didn’t need another platform. We needed something that truly worked within our workflow.”
— Micaela Di Giusto, HR Pittini —
Results and Benefits
Viblio’s approach led to high adoption, minimal friction, and a clear business impact.
-150k
Cost savings from time recovered
97%
Onboarding completion rate
88%
Adoption among Blue-Collar and Technical Workers
Adoption and Operational Gains
- Accelerated Onboarding Completion: 128 out of 132 employees completed onboarding, achieving an exceptional 97% completion rate. This translated into faster skill acquisition, clearer expectations, and reduced performance lags, leading to earlier revenue realization.
- Engagement in Difficult Contexts: An 88% platform adoption rate was recorded within the first month—a remarkable achievement in a heavy industry context typically resistant to digital learning.
The truth was demonstrated that relevance and simplicity drive engagement, even in “resistant” environments. Many employees began using Viblio for personal growth, even outside of work hours.
Savings and Managerial Efficiency
- Managerial Time Recovery: By automating the creation of training paths (which previously required 3-6 hours per employee), Viblio saved between €90 and €180 in configuration time per employee.
- Economic Savings: On a company-wide scale (1,800+ employees), this eliminated more than €150,000 in hidden costs, freeing managers for higher-value activities. Managers recovered over 150 hours, re-focusing on coaching and strategic priorities.
Alignment and Consistency
- Reduction of Firefighting: Knowledge gaps between plants and shifts were reduced. Employees became more autonomous, solving routine problems without escalating to managers (reducing shop floor interruptions).
- HR Visibility: HR gained visibility into real needs through employee behavior (e.g., observing that many employees were searching for conflict management content—a signal to prioritize this skill in broader initiatives).
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