A 9 box grid is a standard graphic aid for facilitating discussions regarding employee growth and succession in human resources. Mapped against two axes: present performance as well as the potential for the future. A more flexible and inclusive approach to talent planning and development is enabled by the most effective HR systems’ integrated nine-box grids.
- How does it all work?
Based on the two categories, HR and managers work collaboratively to allocate personnel to boxes on the grid. The y-axis shows the employee’s potential, while the x-axis shows how well they are now doing.
Even though the dialogue must be well-informed, iteration is inherent in the process. One employee’s current or future performance or potential may change the perception of another. Organizational goals and the competitive environment might change how employees see their existing skill sets and aptitudes.
Reasons to use a 9-box grid:
- It makes it possible to set up swiftly
Using 9-box grids is a breeze since they are simple to set up and operate. Thanks to dragging and drop functionality, you can reorganize and reorganize workers in your talent pools. You may more easily notice any holes in your succession and career plans, thanks to the graphical structure as well.
- Promotes conversation
If you work in human resources, you know how tough it can be to accurately measure the performance of your workers and the state of your company’s various talent pools in order to plan for long-term success and the development of your workforce. What methods does the company use to assess the potential of its employees? How can you determine who will be an influential future leader and who is slipping behind in the race?
The 9-box grid might come in handy here. One of the best ways to get managers talking about the importance of talent is to use a simple but effective tool like this one. Management can evaluate their talent pools’ strengths and shortcomings collectively while having complete visibility into the current status of the company’s talent, removing obstacles to employee mobility.
- This opens your eyes to new possibilities.
Managers gain from other people’s perspectives since the process of allocating workers to various areas of the grid is collaborative, allowing for a more objective appraisal of their success and potential.
There is a possibility that a manager’s personal connection with an employee influenced their evaluation of the employee’s performance… When working on a project with a separate team, an employee may have shown talents that their management was unaware of… It’s much easier to have an educated debate when there are a variety of people’s points of view represented.
- It aids you in making future plans.
However, the process does not end after a fruitful discussion. This information may be used to enhance succession planning and staff career development, ensure continuity and progress, and take your company to the next level.
When it comes to high-potential workers, those who have shown indications of becoming future leaders or stars in their own right will need to be developed and rewarded. It’s possible they’ll be crucial to the success of a new project or to replace departing management.
- Highlights training or development opportunities
This procedure might also identify some of your cohort’s lesser players or individuals who aren’t suited to their current roles. There are several ways to motivate underperforming workers, such as giving them a difficult task to complete, providing them with mentorship, or changing their position in the firm. There will be a need for a new approach for candidates who are frequently placed in the “low potential/poor performance” category and further inquiry. Do they have anything on their plate right now that’s causing them stress? What if their abilities aren’t being used in this role?
If you’re considering removing staff from the company’s power grid, it’s essential to examine the long-term consequences.
The 9 box grid may be an effective management tool for personnel in your company which have varying degrees of performance and potential. As a result, enterprises may use it for performance management system , talent management, and succession planning.
In the end, it’s not about assigning your staff to specific boxes in the 9 box grid that really matters. Assessing your staff’s accomplishments and then having open talks about them is the best way to determine whether or not your company is making appropriate development investments. Keeping this in mind, be sure to explain the talent and performance management strategies you use throughout the process.