How Vygon Turned Internal Expertise Into a Growth Engine

The context

By 2024, Vygon had reached a strategic inflection point. With 26 subsidiaries and 11 manufacturing plants each operating their own tools and training practices, managing learning at the group level had become a growing challenge. Beyond compensation, employees were also expressing a clear desire for greater recognition of their skills and clearer pathways for career development.

This feedback from the field raised a central question: how could Vygon structure skills development to support both employee engagement across its industrial and commercial subsidiaries and the company's growth objectives — on a single platform agile enough to serve all of these needs?

Faced with the dual challenge of retention and talent development, leadership made a strategic call: place L&D at the heart of the company's transformation and build a genuine learning organization. The goal was to drive continuous improvement, support roles under pressure, and develop soft skills around management and leadership.

The challenges

Vygon's ambition was to become a true learning organization — one capable of connecting business strategy with employee fulfillment, with managers as key enablers. That meant increasing internal mobility and strengthening retention across the group.

Three business areas, three distinct learning use cases. 

Vygon's strength lies in the diversity of its operations. It brings together a wide range of profiles — production workers, logistics teams, sales forces, and support functions — each with distinct training needs that had to coexist on a single platform:

• Internal training for onboarding and company culture
• Plant and field training on medical devices
• Commercial team training

Each of these audiences has different accessibility constraints, time availability, and preferred learning formats. This heterogeneity posed a significant challenge: how do you deploy a coherent training strategy for populations with such different needs?

Time: a scarce resource 

In a fast-paced environment, Vygon's employees are constantly in demand. Offering purely digital training — pulling people toward an online tool with no connection to their day-to-day reality — proved insufficient to generate lasting engagement. The challenge wasn't just about creating quality content, but about finding the right formats and the right balance between digital and in-person learning to fit the realities of the field. That also meant bringing managers on board and convincing them that investing their teams' time in training would pay off for everyone in the long run.

The solution: L&D as a catalyst for transformation

Vygon uses its training platform, Academix — powered by 360Learning — as one of the core pillars of its learning strategy.

The international L&D team had a valuable head start: the English subsidiary, which had the most experience in learning and development across the group, served as an early model. Their decision to close their previous e-learning platform and migrate to Academix helped strengthen collaboration across teams and unify the group's training strategy.

Vygon built its approach around three pillars to make learning a strategic growth lever:

1. A collaborative platform in service of learning

With Academix, 360Learning enables Vygon to turn its internal experts into content creators and to capture frontline expertise at scale. This collaborative approach addresses several key challenges:

• Peer knowledge sharing: Subject matter experts create content grounded in real field experience
• Agility: Training can be built quickly to respond to emerging needs
• Relevance: Content is co-created by those who know the work best — whether on the factory floor, in sales, or in logistics

"I believe in decentralizing training content creation," says François. "The people best placed to solve a problem are the ones living it every day. That's why we need to give the keys to our 360Learning champions in each subsidiary."

2. AI to supercharge the learning function

360Learning's integrated AI has transformed how the training team operates — particularly given their bandwidth constraints:

360Learning's AI enables:

• Automatic content translation for international subsidiaries (Spain, Germany, Portugal) through the Globalization solution
• Automation of repetitive tasks, freeing up time for higher-level strategy
• Instant answers to learner questions
• Assistance with module design

3. A blended approach: The best of both worlds

Vygon adopted a blended learning strategy — combining digital and in-person training — that has proven its effectiveness:

"Bandwidth is the real challenge in our line of work, and that's exactly why this approach works," says François Rochiccioli. "We find it much easier to get our employees to complete digital training when it's integrated into a hybrid learning path."

What's next

The "Train the Creator" program to create a community of experts

Vygon plans to train its subject matter experts in instructional best practices, learning modalities, and platform usage — with the goal of building a true community of training content creators by the end of 2026.

Recognizing ‘training’ as a skill 

Going further, Vygon aims to formally recognize "Training" as a professional competency for employees who gain experience in content creation. This recognition could be reflected in job definitions, compensation, or performance bonuses — cementing the shift toward a sustainable learning organization.

The results

Vygon's L&D strategy has become far more agile — deeply embedded in the company's business strategy and contributing directly to growth while supporting skills development at scale. Employees feel more heard, and benefit from learning paths built around their actual expressed needs.

The platform launch was supported by a strong internal communications campaign across the company's sites, enabling rapid adoption. The team successfully brought subsidiaries on board across multiple Academies.

Since its launch two years ago, the platform has seen active, sustained use:

• 1 single platform for 26 subsidiaries and 50+ distributors
• 3,000 users and 546 days of training completed on Academix since early 2024
• 56 users participated in content co-creation in 2025
• NPS score of 63 (learner satisfaction)
• 98% relevance score for training modules