Leading Italy's contamination control market for 35 years requiresconstant evolution-a seemingly simple idea, yet one marked by major transformations including a significant upgrade of business processes and a substantial increase in employees, which in 2025 hit the 180 mark.
Last but not least, a sustainable path that AM has taken by completing its first Integrated Report in 2024 and continues with a concrete commitment to achieving the ESG goals inherent in environment, people, governance.
This philosophy sets the stage for the story we are about to share, a story featuring a group of vibrant individuals, none over the age of 30. These true digital natives, representing every corner of the company, are at the heart of DigitHalley.
But let's start from the beginning.
From day one, AM has held firm to a fundamental belief: people come first. Their personal and professional growth is fostered, regardless of gender, age, or any other factor that might otherwise discriminate.
Yet, for the first time in our 35-year history, age has made a difference And not because it is a matter of merit, but because if it is true that our commitment is aimed at the welfare of future generations, it is precisely through their eyes that we must look to the future.
Who are our main characters?
Agnes, Alexander, Anna Lisa, Arianna, Chiara and again Chiara, Elena, Enrico, Fabrizio, Gabriele, Laura, Leonardo, Luana, Martina and again Martina, Mattia, Nicolò Noemi and Tania: 21 girls and boys representing the souls of the project: operation, digitization, creativity.
To get a better understanding, we met with Francesca, the project leader, who told us with infectious enthusiasm what Digit Halley is pursuing.
And it is this enthusiasm, he assured us, that is the constant that drives the entire group.
"Starting with the name, DigitHalley, the idea is for the group to be like a comet star that illuminates the whole company as it passes by. And not with just any light, but with a 'digital' light," Francesca explained.
Yes, because these girls and boys are from a highly digital generation, in which fast bits of information travel. In fact, the function of the group is precisely to guide the company toward optimizing and improving processes through the use of digital tools. .
Digital transformation is a necessary transition for all companies. The redundancy of data, the failure to integrate it into an overall view, the resistance to moving to sharing platforms-these are the obstacles to overcome.
For this reason, the girls and boys of DigitHalley represent a true revolutionary element. And there is no shortage of slogans, as in a modern demonstration, that sum up their vision: "more folders, less folders; more interconnection, less silos."
What did the revolution start from?
"The DigitHalley team set out with an ambitious task: to map the company from top to bottom, both organizationally and process-wise. This first step was crucial in order to study in depth the workflows, the tools available and how each department operates."
Through constant discussion with the entire company, they have identified communication weaknesses and redundancies and turned them into what they call "User Stories."
Following an agile methodology, they collected as many as 107 User Stories, touching on different themes and involving all business sectors. These stories were then grouped into eight "Epics," each with an evocative name reminiscent of DigitHalley's stellar journey: Cosmic Archive, Customer Compass, Commercial Route, Cosmic Gears, Galactic Procedures, Interstellar Communications, Star Chronicles, and Planet of Talents. Each Epic is assigned to working groups composed of our Gen Zs.
These fellows, quite independently, hold meetings with department heads, identify development priorities, and keep track of project timelines. Every two weeks, the entire team meets to take stock, discuss any issues and set new goals.
What is the key element that makes the initiative successful?
"I think this project is a real success," Francesca tells us, "not so much because of the individual innovations it is introducing, but because it is making a lot of things 'happen': it is revolutionizing processes and in this way maturing a new generation of future managers who will be the core of our tomorrow."
A very important factor is the opportunity that Digit Halley offers in terms of knowledge and awareness: "the young people are getting to know the company in its entirety and across the board, collaborating elbow to elbow with colleagues they may have previously only crossed paths with in the hallways. Today, however, they are companions on a journey that is leading AM to an incremental transformation of processes and work mentality."
This is certainly an ambitious goal for such a young group, but with great enthusiasm and attention to detail they are slowly succeeding in changing things from the bottom up, sowing new stimuli. In time, we will see these seeds blossom in a company that has always strived to reach high heights, starting with the value of people and raw materials.
What is your connection with AM?
"You could say that I was born in AM," Francesca says with a smile. "In my early 20s, when I was still studying, I was doing illustrations and renderings for marketing; then came an internship and, later, three years in the R&D department. For me it is an honor to be part of this group that, with competence, enthusiasm and some physiological difficulties, is trying to transform a company to which I am deeply attached. This project is giving me the opportunity to see firsthand how the new generations can really make a difference thanks to their freshness, their eyes unencumbered by 'it's always been done this way' and always oriented toward new solutions and ways of working."
At the end of this meeting, I could not help but think of the enormous flow of energy that the young people of Digit Halley bring with them and with which they are infecting the entire company.
Their work, their involvement, their voices are the manifestation of a principle, that of inclusion, which is fundamental to AM. Inclusion is also this: creating a work environment in which all people, regardless of their personal characteristics, feel valued, respected, and have the same opportunities for growth and development.
