Progressing talented people so they thrive
Our leadership teams the world over demonstrate our commitment to promoting and developing the very best people, wherever they are from.
And as you’d expect from a leading global business, we offer highly competitive rewards for success, invest heavily in training and development and offer truly international career opportunities.
Our global talent strategy aims to create a legacy of leaders. We focus on driving high performance and the development of leadership capabilities to help our people realise their full potential. We do this by providing the right job experiences, opportunities to learn from others and through our global learning and development portfolio.
We place a lot of emphasis on creating a coaching culture, as we believe that training and development should take place as close as possible to the work being done. We also think that coaching is the right way to develop leaders at all levels, to share knowledge and to build better business solutions.
Our one-year Global Graduate Programme offers graduates a full-time role from day one and a chance to make an immediate impact on our business.
All with the aim of becoming a manager at the end of the first year, the programme offers world-class development and training to help build business awareness and aid functional development.
Among the training offerings is the BAT Global Graduate Academy: an intensive two-week programme in London, focusing on accelerating the development of commercial leadership in our next generation of leaders. The programme offers international exposure too, working with colleagues across our global business.
In 2018, we held the Group’s first global graduate competition – Battle of Minds – which saw people compete to win internships at BAT and received a global social media reach of 35 million people.
Find out more about some of our early career initiatives at BAT.
Our performance management system is designed to support employees’ regular performance reviews, helping them track their performance against individual goals and their contribution to the Group’s values, strategy and ambitions.
It encourages employees and managers to think about performance management throughout the year, not only at the start and end of the annual cycle. Using a streamlined and logical approach to objective setting and assessment helps differentiate more clearly between those who are falling short, those who are meeting their goals and those whose performance is genuinely outstanding.