Mars Wrigley, one of the world’s largest food manufacturers, produces about 1 million sticks of gum per day. Their products are staples on the shelves of retail giants worldwide, making the brand associated with quality and reliability. To meet the ever-growing demand, Mars Wrigley relies on a highly skilled workforce of machine operators, who go through in-depth training to ensure precision and efficiency on the production line. As operations become more complex, new training solutions are key to keeping performance high and meeting production goals.
After the COVID-19 pandemic, Mars Wrigley, like many other CPG (Consumer Packaged Goods) companies, experienced a dip in skilled workforce. Simply put, it was difficult for the company to fill roles vital to the success of their business. As a result, the company faced multiple challenges:
- Case fill rates dropped to the mid-60% range, far below their 98% target
- Needed to onboard 200 machine operators in 6-7 months to keep up with demand
- Limited capacity to provide traditional one-on-one training
- Couldn’t afford to take experienced operators off production for training
In order to fill critical roles, Mars Wrigley recognized the need to attract and retain the next generation of workers. To appeal to this tech-savvy workforce, the team sought an innovative, engaging solution that went beyond traditional training methods. After exploring several options, they chose VR for its gamified, immersive training, naturally engaging younger workers accustomed to digital experiences and ensuring a future-ready workforce.
The VR training program delivered remarkable results in just 7 months:
From Tradition to Innovation: Why Virtual Reality?
After the COVID-19 pandemic, Mars Wrigley, like many other CPG (Consumer Packaged Goods) companies, experienced a dip in skilled workforce. Mars Wrigley recognized the urgent need to enhance employee training, prioritizing upskilling and boosting efficiency.
“We had to find a way to accelerate the upskilling process because our case fill rate was critically low,” explains Josh McCrary, Training Coordinator at Mars Wrigley. “Shutting down equipment or allowing our case fill rate to continue declining simply wasn’t an option.”
Traditional training consisted of 8-12 weeks of in-person instruction on the factory floor, often disrupting operations. Experienced operators had to step away from their daily tasks on the production line to teach new employees how to operate complex, custom-built machinery. Learning to navigate this equipment required hands-on practice. Mistakes could be costly—and, more importantly, pose safety risks for employees.
Mars Wrigley’s traditional training program proved successful for many years, but as demand grew, it became unsustainable. The daunting challenge of hiring and onboarding 200 new employees in 6 months loomed. They lacked the capacity to train a high volume of employees safely, efficiently, and at the scale required to meet production goals.
So, the team got to brainstorming. They sought a solution that appealed to the next generation of workers:
“As we looked for ways to engage the next generation of workers, we realized they needed an experience that resonated with how they interact with technology every day—through visuals similar to gaming, and mobile devices”
Josh McCrary
Training Coordinator | Mars Wrigley.
Enter, Virtual Reality.
After exploring several options, they turned to VR as a “gamified” way to train employees, making learning more interactive and immersive. With younger workers already accustomed to digital experiences on their phones, VR provided a natural and effective bridge to upskilling, ensuring a more engaging and future-ready workforce.
Before deploying globally, the team launched a pilot at their Gainesville, Georgia factory to prove VR’s effectiveness. Next, they had to determine which tasks employees should learn in VR.
Identifying the “Loss Leader” in Order to Win
When determining where to introduce VR training, the team focused on identifying their biggest “loss leader”—a function that generated the highest costs due to inefficiencies and employee turnover.
Their goal was to pinpoint the skill gap most responsible for high employee turnover rates, recognizing that longer employee retention leads to greater expertise and less wasted product. After conducting an assessment with an industrial engineer, they found that the MSS Wrapping Machine was the greatest source of loss.
Turnover in this department stemmed from operators struggling with troubleshooting and proper cleaning procedures. Given the sheer number of these machines and the employees required to run them, the team knew this was the ideal starting point for VR training. Their goal was to increase employee retention by 10% improving from 85% to 96%—a target they successfully achieved in one year.
Bringing the Immersive Vision to Life
To bring this vision to life, Mars Wrigley partnered with Futurus and ArborXR to develop a VR training program tailored to their factory layout, machinery, and equipment. Futurus took a hands-on approach, testing the modules as if they were new operators to ensure clarity and accuracy.
The VR training program focused on three critical machines: the foil wrapper, the envelope packer, and the tray packer. However, a major challenge quickly emerged—many of the machines were over 50 years old, custom-built and modified by Wrigley over the decades, with no existing digital blueprints.
To accurately replicate these machines in VR, Futurus conducted detailed 3D scans of each piece of equipment, with over 60 to 70 components in just the wrapping machine alone.
Within the simulation, trainees could explore the components, understand functions, and practice troubleshooting common errors—all in a controlled, distraction-free environment.
“It’s too loud on the floor to train several people at once. But with virtual reality, it’s possible,” Josh noted.
This solution allowed Mars Wrigley to train multiple new hires simultaneously while keeping senior operators on production, standardizing training at scale in an engaging way.
VR Training Made Simple
With 20 headsets across hundreds of employees at the Gainesville plant alone, the team needed a seamless way to deploy updates, track usage, and scale the program efficiently. ArborXR provided the solution, streamlining device management and eliminating the need for complex manual updates
Another key benefit is the ability to manage assets at the site level, giving each location full control over its own training programs. Each plant has their own layout and other unique differences, meaning they need a way to launch different trainings at different locations. ArborXR allows the trainers to remotely deploy content to the devices.
“ArborXR provides so much detail—when a headset was last used, what simulations are on it—everything we need to keep our training program running smoothly.”
Lauren Rucker
Training Manager | Mars Wrigley
Beyond device management, ArborXR played a crucial role in making VR more accessible, particularly for employees less familiar with technology. While some senior associates were hesitant at first, they quickly saw the benefits after trying the training. “Even those who pushed back at first really enjoyed it once they gave it a try because of how simple the process was,” Josh noted.
By integrating ArborXR, Mars Wrigley was able to scale its VR program efficiently, ensuring that training remained up to date, accessible, and adaptable to the needs of each site.
The Future of VR in Factory Training
The success of this program has generated excitement throughout the facility, with other departments eagerly awaiting their own VR training opportunities.
Following this success, Mars Wrigley is exploring additional VR applications that could be implemented across their global operations. The team is part of Mars’ broader “Digital 30” initiative, which aims to create digital twins for much of their equipment by 2030.
“We’re barely scratching the surface on the capabilities of VR training,” says Josh. The success of this program has generated excitement throughout the facility, with other departments eagerly awaiting their own VR training opportunities.
For organizations considering VR training, Mars Wrigley’s advice is clear: start with a strong business case, ensure the solution is scalable, and partner with experienced vendors who can provide ongoing support and updates.
As Lauren notes, “We’re not doing it just because VR is fun. We’re doing it because VR is effective, because it can really impact their training, and because we want to invest in our associates.”
Mars Wrigley’s investment in VR training is not only a success for the company, but also marks a turning point in how VR is shaping the future of manufacturing training.Looking to launch or scale an impactful VR program? We can help. Get started with ArborXR today.