Let us avoid the complex definitions and make it simple. The 9-box grid works as an individual assessment tool that evaluates an employees ongoing and mainly potential contribution to the organization. It works as a roadmap that assesses your employees skills and how can it contribute to your organization achieving its goals.
Ideally, it is commonly used in both succession planning as well as in L&D activities of the Organization on increasing the competency levels of the organization and facilitating in achieving its goals.
The model is simple, visual and effective in helping senior leaders by:
Keep in mind:
Highly important to keep in mind that the 9-box grid is simply a collaborative exercise where managers and leadership teams come together to place each team member on the grid. Once completed, the 9-box grid helps you plan the progression of each team member to map out your organisation’s future leadership positions.
The Goal is to assess your workforce based on:
Both of the pillars have three levels: Low - Moderate - High
The first step in every 9-box grid is to gather your employees that will be evaluated. Depending on whether the grid is aimed for succession planning or L&D purposes you may or may not add 360 assessments
There are many different ways to score performance and each organization has different nuances. As an example, we propose the following structure:
|Low performance||Employee does not match the requirements of their job and fails their individual targets.|
|Moderate performance||Employee partially matches the requirements of their job and their individual targets.|
|High performance||Employee fully meets the requirements of their job and their individual targets|
Some organizations may have less defined job structures and work with more personal targets – in that case, more emphasis can be put on assessing target achievement.
Potential should also be scored during the performance assessments and often falls into the following categories.
|Low potential||Employee not expected to improve, either because they are at maximum capacity or because of a lack of motivation.|
|Moderate potential||Employee has the potential to further develop within their current role.|
|High potential||Employee eligible for promotion, either immediately, or within two to three years|
Bad hires: Low Performance & Low Potential
Average Employees: Moderate performance / Moderate Potential
HiPos: High Performance & High Potential
The 9 box grid can be a useful tool to manage all the employees in an organization. As such, it can be used for performance management, talent management, and succession planning. Leverage our 9-box grid Template and set your organization up for success.