The other axis of the 9 box grid is potential. A four-point scale forces the manager to make a more accurate choice (either above or below average). A three-point scale makes it very easy to put someone in a ‘moderate performance’ category even though objectively they should have been categorized as ‘low performance’. Managers usually dislike giving negative feedback. Some authors propose the use of a four-point scale. 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. The advantage of this approach is that it sticks to the job requirements as defined in the organization’s job structure, and it relates to the person’s targets. Employee fully meets the requirements of their job and their individual targets. Employee partially matches the requirements of their job and their individual targets. Employee does not match the requirements of their job and fails their individual targets. As an example, we propose the following structure: There are many different ways to score performance and each organization has different nuances. During their performance appraisal, employees are scored on this performance scale. The nine-box consists of three performance categories: low, moderate, and high. Assessing performance, assessing potential, and bringing it together. When we go about creating a 9-box grid, we go through three steps. In the next sections, we will explore how to assess performance and potential, after which we will explain how the 9-box grid can be used as a performance management tool. The 9-box grid provides a framework that helps to manage all employees in an organization. However, low-performing employees with low potential will require a lot of management attention and are unlikely to improve. their growth potential).įor example, hardworking employees who do well in their role but have little growth potential are great to have in your team, as well as Allstars who perform well and have great potential. First, how well they perform today, and second, how well they are likely to perform in the future (i.e. When assessing employee performance, managers often pay attention to two things. The 9 box grid is a well-known talent management tool in which employees are divided into nine groups, based on their performance and potential. In this practitioner’s guide, we will explain each box in the 9 box grid, talent management action steps per category, and how this framework can be used in Excel for advanced reporting. The 9 box grid is a well-known tool for talent management and succession planning.

4 blocker template