62% Training Time Reduction and 4x Faster Changeovers

General Mills, Inc. is a global American food giant, with products in 90% of all American pantries. With a history dating back to 1866, the company, headquartered in Minneapolis, has grown through innovation and acquisitions, adapting to consumer trends and leading in areas like organic foods and convenience meals while focusing on purpose-driven growth and responsible sourcing. At their Hannibal, Missouri facility, they faced rising complexity, retiring experts, and urgent training gaps, all while scaling operations and expanding production lines.

With 25% of the workforce eligible for retirement and expanding lines pushing capacity, General Mills needed a scalable way to train workers, transfer knowledge, and reduce risk.

Training relied on binders, spreadsheets, and SharePoint folders, scattered, inconsistent, and manual. “The system wasn’t just inefficient,” said Jacey Crane, Site Learning Leader. “It was fragile.”

New hires took months to onboard. Sanitation processes were slow. Changeovers stalled production. Something had to change.

General Mills set out to completely rethink how training was delivered. Their Hannibal, Missouri facility was facing a wave of change: expanded production lines, a switch to 12-hour shifts, and the looming retirement of 25% of their experienced workforce.

The stakes were high. To stay competitive, they needed to make training faster, more consistent, and future-proof.

Their goal was to create a structured, scalable training model that could evolve with the workforce.

That meant eliminating paper-based systems and fragile spreadsheets, and replacing them with digital guides that were accessible where and when workers needed them most, on the floor, in real time.

They needed a system that empowered operators to own their development while giving leaders insight into training progress and skill gaps. Most importantly, they aimed to preserve the deep institutional knowledge of their most experienced employees before it walked out the door.

For a solution to stick, it had to work not just for trainers or supervisors, but for the frontline, every shift, every role.

Dozuki gave General Mills the foundation for a modern, connected training program. With visual, step-by-step guides tailored to specific tasks and roles, workers could now access clear instructions right at the station, using tablets and QR codes to pull up exactly what they needed, when they needed it.

What used to be paper packets and emailed documents became interactive, on-demand training, embedded directly into daily work.

Training progression was fully automated. Certifications were tracked. Changeover and sanitation procedures were standardized across teams.

Instead of relying on memory or manually updated spreadsheets, supervisors and managers gained real-time visibility into who was trained, when, and on what.

Automation eliminated human bottlenecks. With Dozuki, frontline operators were no longer dependent on team leaders to distribute updates or verify completions manually. The system handled it reliably, consistently, and at scale.

Beyond the technology, Dozuki helped shift the culture. Operators became active participants in their own development. Trainers spent less time chasing paperwork and more time supporting high-impact learning. And the knowledge that once lived in binders or inside someone's head was now captured, shared, and constantly improving.