What is a 9-box grid and why is it useful to HR professionals?

1. What is a 9-box grid and why might
you find it helpful?
Performance
Potential

2. A 9-box grid is a tool widely used by
HR to help facilitate conversations
about employee development and
succession planning.

3. Low Performer
High Potential
Moderate Performer
High Potential
High Performer
High Potential
Low Performer
Moderate Potential
Moderate Performer
Moderate Potential
High Performer
Moderate Potential
Low Performer
Low Potential
Moderate Performer
Low Potential
High Performer
Low Potential
Managers and HR map employees against two axis,
typically current performance and future potential.Potential
Performance

4. They collaborate to assign employees to different
boxes on the grid, encouraging a discussion and
assessment of their talent pool.
So what are the grid’s key benefits?

5. IT ENCOURAGES DIALOGUE
How do you go about rating
your employees’ potential?
How do you identify who will
make a strong future leader?
Do you know who is falling
behind?

6. IT ENCOURAGES DIALOGUE
Without the aid of a nine-box
grid, these types of questions
are difficult to answer…

7. IT ENCOURAGES DIALOGUE
But by collaborating and
having an open discussion,
leaders can identify where the
strengths, weaknesses and
gaps in their talent pool lie.

8. YOU GET A FRESH
PERSPECTIVE
Perhaps a manager’s relationship
with an employee has biased their
assessment of his/her performance.
Maybe an employee demonstrated
abilities their manager wasn’t
aware of when collaborating with
another team…

9. YOU GET A FRESH
PERSPECTIVE
By working together, managers
benefit from a fresh perspective,
and a more objective assessment
can be made.

10. IT HELPS YOU PLAN FOR
THE FUTURE
The real value of the grid is in
how you use the information
discussed to better your
succession planning and
employee career
development.

11. IT HELPS YOU PLAN FOR
THE FUTURE
For instance, employees assigned to the
highlighted box, who are showing signs of
leadership or being future stars, need to be
nurtured and challenged.
Low Performer
High Potential
Moderate Performer
High Potential
High Performer
High Potential
Low Performer
Moderate Potential
Moderate Performer
Moderate Potential
High Performer
Moderate Potential
Low Performer
Low Potential
Moderate Performer
Low Potential
High Performer
Low Potential
Potential
Performance

12. IT HELPS YOU PLAN FOR
THE FUTURE
Whereas employees assigned to this box may
need a different approach, perhaps motivating
by a stretch assignment, mentoring or a change
of position within the company.
Low Performer
High Potential
Moderate Performer
High Potential
High Performer
High Potential
Low Performer
Moderate Potential
Moderate Performer
Moderate Potential
High Performer
Moderate Potential
Low Performer
Low Potential
Moderate Performer
Low Potential
High Performer
Low Potential
Potential
Performance

13. IT HELPS YOU PLAN FOR
THE FUTURE
Employees assigned this box may need to be
dropped from the grid altogether, and their
future growth within the company may need
to be considered.
Low Performer
High Potential
Moderate Performer
High Potential
High Performer
High Potential
Low Performer
Moderate Potential
Moderate Performer
Moderate Potential
High Performer
Moderate Potential
Low Performer
Low Potential
Moderate Performer
Low Potential
High Performer
Low Potential
Potential
Performance

14. BUT NOT EVERYONE IS A
FAN OF THE GRID..
It’s not without its sceptics.
Some consider performance
and potential too similar a
category to independently
measure, as one often
directly impacts the other.
Performance
Potential

15. BUT NOT EVERYONE IS A
FAN OF THE GRID..
And others worry that the
grid promotes unfair
employee labelling, which
then becomes difficult to
unstick and managers would
wrongly use these labels as
shortcuts when discussing
employees.
Performance
Potential

16. BUT THESE CHALLENGES
CAN BE OVERCOME
If managers clearly define how
they measure potential from the
outset, and use the grid fluidly so
that employees don’t get
pigeonholed, it remains an
invaluable tool for discussion.

17. It’s vital that HR and managers
establish what they want out of the
process before they start, ensure they
act upon the discussion generated
from the process, and don’t just use
the grid for the sake of it.

18. Find out more and schedule your free
demo at :
www.cezannehr.com
Career & Succession
planning brochure
The struggle for talent: why growing
your own could be the solution
Why you need to get started on
succession planning