Competency models: Key to motivation and success?

It’s a rather natural response for employees to become either curious or suspicious – or a healthy combination of both – when a new project or job role is created in an organization. While some may see it as an opportunity to possibly transition to a higher role, or at least one that appears more in line with their goals, others may fear for their own usefulness within the organization, particularly if they do not receive sufficient or adequate feedback on their performance.

Yet, when employees are given the transparency needed to understand a new project, where their level of involvement lies, and what the potential benefits of this project are to them and to the company, it becomes easier to turn ‘cautious optimism’ into support. After all, without adoption of a project by your workforce there can be no successful outcomes.

Job competency models are great tools to help companies become more transparent in their communications, allow employees to fulfill their own professional aspirations, and drive growth and development. In return, what you see is an increased level of motivation and higher performance ratios… if done right.

Skip the guessing games

Wouldn’t it be nice to skip the guessing games and know exactly what you need to do to be successful at work? Another key benefit that job competency models provide to employees consists in clear job requirements.

Competencies indeed serve to outline the key skills needed to perform at a high level within a job role, thus creating realistic expectations for your employees. For example, the role of a manager can be rather broad and complex, depending on the industry, but a well-developed and customized competency model provides this employee with explicit objectives within the context of your organization and industry, in addition to the skills required to excel in this role.

The road to career mobility

In addition to providing a road map to performance within each job role, a competency model allows your employees to understand what they need to access other positions within your organization, which in turns fosters motivation, performance, growth and development, not to mention greater collaboration and support.

What’s more, HR and managers are better equipped to provide useful performance assessments, as such a level of transparency allows everyone to understand performance evaluation criteria. The result is a clear impetus for professional growth and overall success.

These are of course only but a few examples of how a tailored competency model can work to improve your overall performance and employee satisfaction. You can learn more about the benefits of a competency-based talent management process by visiting the consulting section of our website, or by contacting us for an initial consultation.

To learn more about our products and services, and how competencies and competency models can help your organization, call 800-870-9490, email edward.cripe@workitect.com
or use the contact form at  Workitect.

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