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Within most industries, including waste and recycling, strong culture and the promotion of positive skills and approaches are a must. Not only do these elements lead to a more productive and efficient workplace, they guide hiring, promotion, and performance evaluations and help identify leadership potential.
At Leadpoint, our comprehensive recycling industry staffing and HR services include implementing high-performance work teams that actively improve the business, both short- and long-term. Included in our service is a competency model, a highly effective tool for establishing leadership characteristics and culture. Let’s go over what a competency model is and how it is useful in recycling industry jobs as a way to build retention and improve individual and team performance.
A competency model is a framework for defining the skills and knowledge required for a given job. Used across many industries, competency models help assess the skills and behaviors that drive success on the job. They provide a simple guide not only to new employees but also to current staff and management. They provide a roadmap for ambitious employees who are looking for growth and leadership opportunities within the company.
There are four benefits of competency models.
Employees want to know what’s expected of them on the job and they also want to know what it will take for them to advance their career. A competency model covers both areas, establishing the skills required for success – not only within the current job, but for growth potential as well. Many companies involve employees directly in the creation of competency models as a way to keep them involved and to earn their buy-in.
If a strong, robust competency model is used as the basis for everything from hiring to promotion, it can have a major impact on workplace and business culture. Employees have a clear understanding of what’s expected of them, how they can succeed today, and what it will take to move up in the future. In addition, it builds employee engagement and creates a culture of positivity and motivation to excel.
For industries like recycling where turnover is traditionally high, revamping or creating a competency model can help.
When hiring is centered around a competency model, new hires will reflect the company’s overall goals, employees will see a long-term career path beginning on Day One, and leaders manage with a view toward retention and promotion from within.
Many companies today face challenges when it comes to identifying the next generation of leaders, particularly as baby boomers age out and younger groups of employees move into their place. Competency models can identify the characteristics the company seeks in its future leaders early-on so they can take on additional responsibilities and be trained for advancement.
At Leadpoint, we are proud to offer our MRF employees a career path and a job they can stick with for the long term. Today, we have more than 50 sorters who have been on the job 10 years or more. And, we are very proud of the fact that 52% of our onsite managers were promoted from sorter to their current role, leading teams of sorters and line leads and inspiring them to stick with the job for opportunity and advancement.
To learn more about competency models and how Leadpoint’s onsite managers use them as part of their day-to-day leadership, speak to the staff at Leadpoint today. We are experts in recycling and in employing teams of MRF employees and managers who will improve the productivity, efficiency and profitability of every plant we support.