The 9-Box Grid
A simple 3x3 grid to evaluate employees based on:
- Performance (how well they deliver now)
- Potential (ability to grow into broader roles)
Why Use It
- Spot and grow your future leaders
- Improve retention through development
- Guide succession planning as you scale
- Align managers on what great looks like
- Prioritize strategic hires where you have gaps
1. Define “Performance” and “Potential”
Keep it simple:
- Performance = How consistently someone delivers results, collaborates, and models company values.
- Potential = Their ability to take on bigger roles, lead others, or thrive in ambiguity.
- Low / Moderate / High
Have managers or functional leads place their direct reports into the grid. Encourage them to back it up with real examples (e.g. results, feedback, behaviors).
3. Calibrate as a Leadership Team
Come together as a group to compare assessments across teams. This helps ensure fairness and consistency, and it often sparks rich discussions about talent you may be overlooking.
4. Take Action
Once your team is mapped, focus on what you’ll do:
- High Performance / High Potential → Stretch projects, mentorship, succession planning
- High Performance / Low Potential → Reward and retain as strong contributors
- Low Performance / Low Potential → Support or exit conversations
- And everything in between — coaching, development plans, or lateral moves
You don’t need a big HR team to get value from the 9-box. Just a few hours of focused discussion with your leaders can reveal powerful insights, and help you invest in your people in the most strategic way possible.
Remember, it’s not about labeling people. It’s about planning for growth - your company's, and theirs.
Still not sure where to begin or want to work with someone who's done this before? Schedule a free consultation with Talent-Elevated today!
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