Talent>>Succession>>Talent Pool: 9-Box Calculation
Overview of the 9-Box Grid
The 9-box grid is a popular talent management tool that helps organizations assess their employees based on two dimensions: performance and potential. Each box in the grid represents a combination of these two factors, providing a visual way to categorize employees and guide development strategies. By understanding where employees fall within the grid, HR professionals and managers can make informed decisions about career progression, leadership development, and succession planning.
How does it work?
- Grid Population: The grid is populated based on employee scores after the 9-box calculation. If a box is empty, it means no employee’s score placed them in that category. Employees are placed in alphabetical order within each box, and those with the most recent calculation date appear at the top, ensuring the latest evaluations are easily accessible.
- User-Defined Explanations: Click on the "i" icon for a user-defined explanation of each box, including the interpretation of the employee's placement and the recommended next steps.
- Detailed Employee View: Double-click on an employee record in the grid to view more details, such as the employee’s department and job information.
- Archiving and Recalculating: Employees will remain in their assigned box until their calculations are archived. If a new calculation is performed without archiving the existing record, the employee’s 9-box placement will be overwritten.
- Interpretation and Next Steps: The “i” icon helps users quickly understand what each box signifies and provides guidance on how to manage employees placed within each box.
The 9-Box Grid
The 9-Box Matrix Explained
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High Potential / High Performance (Top Talent)
- Description: Employees in this box consistently exceed performance expectations and demonstrate strong potential for growth. These individuals are often considered future leaders or key contributors.
- Next Steps: Focus on leadership development, stretch assignments, and retention strategies. Fast-track them for promotions or critical roles.
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High Potential / Moderate Performance
- Description: Employees here show strong growth potential but have not yet fully met performance expectations. They may need more development or experience to realize their potential.
- Next Steps: Provide coaching, mentorship, and targeted development opportunities to improve performance and help them reach their potential.
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High Potential / Low Performance
- Description: These employees have high potential but are currently under-performing. Their poor performance could be due to a lack of experience, engagement, or other external factors.
- Next Steps: Investigate the root cause of low performance and provide support such as training, reassignment, or addressing engagement issues.
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Moderate Potential / High Performance
- Description: These employees are strong performers but may not show significant leadership potential. They excel in their current roles and are valuable contributors to the team.
- Next Steps: Focus on retention and further development in their current roles. Provide lateral opportunities or recognition for their achievements.
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Moderate Potential / Moderate Performance
- Description: Employees in this box meet performance expectations and show some potential for growth, but they may not be standout performers or future leaders.
- Next Steps: Continue to monitor their performance and development. Offer development opportunities and assess their readiness for increased responsibilities.
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Moderate Potential / Low Performance
- Description: These employees may have some potential, but their current performance is below expectations. They may need additional support or clarification of role expectations.
- Next Steps: Provide performance improvement plans, coaching, and regular feedback. If performance does not improve, consider reassignment or further evaluation.
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Low Potential / High Performance
- Description: These employees perform well in their roles but show limited potential for upward mobility. They are reliable and consistent contributors.
- Next Steps: Keep them in roles where they excel and provide recognition for their achievements. They may not require significant development beyond their current position.
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Low Potential / Moderate Performance
- Description: Employees in this box meet some performance standards but have limited potential for growth or leadership. They may not be long-term high-value contributors.
- Next Steps: Offer support to improve their performance. Reevaluate their fit within the organization or their current role if performance stagnates.
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Low Potential / Low Performance (Underperformers)
- Description: Employees here perform below expectations and have limited potential for growth. They are not likely to contribute significantly to future organizational needs.
- Next Steps: Consider implementing a performance improvement plan or explore options for transitioning them out of the role or organization.
Using the 9-Box Grid for Employee Development
The 9-box grid is not just about categorizing employees but also about crafting development strategies based on where they fall within the grid. By understanding each box, HR professionals and managers can:
- Tailor development plans to employees’ needs.
- Identify key talent for leadership and succession planning.
- Provide support to under-performing employees.
- Focus retention strategies on high performers and high potentials.
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