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Immersing Belron’s New Talent with a Global Trainee Programme
The Background
Belron® is the world’s leading vehicle glass repair, replacement and recalibration group. Their key brands include Carglass®, Safelite Autoglass® and Autoglass®, operating in 39 countries across 6 continents. Belron is home to around 30,000 employees, delivering 16 million jobs for customers in 2023, with a focus on service quality and customer satisfaction.
Our Objective
Belron’s Global Trainee Programme (GTP) was launched to attract and develop the next generation of talent, focusing on preparing individuals for critical future roles.
Using Amberjack’s Model for Identifying Potential, the induction journey needed to help Trainees understand their strengths, navigate blind spots, and align with Belron’s direction.
Our Solution
The newly designed 6-month induction includes self-development workshops on topics such as personal brand, business etiquette, and emotional intelligence. Trainees explore strengths and blind spots through theory-based sessions, fostering cultural awareness and global collaboration.
Key induction events include a two-week local Induction Event and a week-long Global Kick-Off, which immerses Trainees in the business, connects them with stakeholders, and fosters bonds between members of the cohort.
The induction runs as follows:
Pre-Joining: From offer acceptance to role-start, scheduled activities maintain engagement, updating on company news, facilitating WhatsApp group discussions, a Trainee Lunch, and introductory 1:1s with Managers and Mentors.
Induction Month: The two-week induction features sessions with key stakeholders, senior leaders, and shadowing the customer-facing team, ensuring Trainees understand Belron’s core operations. Trainees meet Amberjack facilitators and attend workshops on growth mindset, business etiquette, energy management, and resilience.
Global Kick-Off Week: A virtual week unites all Trainees, focusing on personal development, business insights, and alignment with company values. Topics include DE&I, sustainability, career stories, and goal setting, culminating in a leadership panel discussion.
During the first six months, active learning themes such as Personal Brand & Values and Building Relationships are reinforced through additional workshops, self-paced learning, and digital content. These complement three business rotations, with learning modules tailored to each phase. Mentors and Managers support Trainees by applying insights from these modules.
The Impact
Though newly launched, feedback so far highlights high engagement and strong foundational business understanding. Trainees feel aligned with company values and equipped for success in their rotations. Manager feedback has so far underscored the programme’s effectiveness in accelerating integration and development, setting a solid foundation for long-term success.
