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High Potentials: High Potential / Moderate PerformanceĪn employee that performs well enough at their current job, but still has the potential to do better. They are valuable employees that could be up for succession and can be a part of the company’s management in the future. Example of 9-Box Talent Matrix Model for PowerPoint presentations Stars: High Potential / High-PerformanceĪ star employee, performs well consistently in a variety of assignments and is self-motivated to solve problems.

Alternote review how to#

It is important to know how to complete the 9 box grid in order to take full advantage of all its possibilities. The 9 box talent framework is a simple 3×3 grid, with potential on the y-axis and performance on the x-axis. The talent review model provides managers a clear picture of where each employee stands within the company. When the potential and performance of employees have been assessed, the last step is plotting on the 9 box grid. Hence, potential is basically an employee’s possible upward trajectory within the company, making it a crucial part of the 9 box review. This would lead to better performance in their current role and develop their expertise in a current job role.Ī high potential employee would be one that is eligible for promotion and could be a part of the company’s management in the future. This could be due to their lack of motivation, or they might just be working at their maximum capacity.Ī moderate potential employee would have the potential to improve further through training and development.

Rather it takes the performance review data and the manager’s insights to determine whether each employee is working at their full potential or if it can be developed through training, making them eligible for a promotion.Ī low potential employee would be working at their full potential and cannot be expected to improve further. However, it is not as simple as tracking the performance with set KPIs. Step 2: Potential AssessmentĪfter assessing performance, managers need to assess the potential of their employees in the same way, low, medium, and high potential. While employees that reach all their targets or even succeed more than the assigned individual requirements, they would fall in the high-performance category. Low-performing employees do not complete their job duties and fail to reach their individual assigned targets.Įmployees with moderate performance will partially reach their targets and match the job requirements halfway. Managers can use the company’s performance management system to rate their employees’ performance. The 9 box assessment can be done easily following the steps below, Step 1: Performance Assessmentįor creating the 9 box grid, the first step is to assess the performance of your employees. Talent Review Illustration Steps for Creating a 9 Box Talent Grid The 9 box performance grid is commonly used in talent management and succession planning, since it helps evaluate a company’s talent and identifies potential leaders. Later it evolved into a widely familiar HR tool for assessing the performance and potential of talent in an organization to determine what the workforce requires. McKinsey developed the Nine box matrix, initially as a strategic tool for helping business leaders prioritize their investments within a corporate portfolio by comparing different business units. The 9 box talent model is a tool for analyzing employees’ current and potential levels of contribution.

We will further elaborate on how you can effectively present a 9 box performance review and highlight an alternate approach to the nine-box matrix that overcomes some of its pitfalls. This article will explain what the 9 Box Talent Review is, how it works, its uses, and its limitations. For that, a widely used tool by HR managers is the 9 box matrix. Managers often need to assess their talent pool to find out what’s working, what’s lacking, and what decisions they need to make for the employees and the company’s future.