T he 9-box model is a widely used performance and potential matrix that is an incredibly helpful tool for succession planning and development. 3. Typically, it plots an individual’s performance against their future potential. Development ideas for 3A’s: provide recognition through rewards for the current job they are doing, allow them to broaden the scope of their current role. Acknowledged specialist within an Engineering organization; high performance and expertise in specific aspects of Engineering such as concept design, prototype design, testing, NPI, engineering changes, or design for manufacturability. A real-time snapshot of organizational health is available. Development ideas for 3B’s: Again you need to be honest about potential, but use some form of training to help them increase their performance. What is the 9 box? It is simple, easy to use, and effective. This is often a skilled, experienced person who may have reached a threshold and probably needs new challenges. Outstanding Performance . Will - An individual's desire to complete a particular task based on attitude, incentives to achieve results, security surrounding job, confidence in abilities, and emotions on completing the task. Good Performance High Potential . 5. It can be a valuable … The end goal of using the 4 box, will vs skill quadrant, is to progress employees to a higher performance vs potential position in relation to the 9 box grid, which can take considerably more time. Using the three categories, place the employee you are evaluating where you believe they best fit according to their performance at work. I am a huge believer in employee experiences, hope you will be one too. every employee into one of nine types across a vertical and horizontal axis, based on three levels of performance and three of potential. It assesses individuals on two dimensions – their past performance and their future potential. High Performance: Low Potential. Each has three ratings—high, moderate, and limited—resulting in nine potential combinations. The 9-box grid, a natural extension to the talent bench review, is one of the most commonly used tools in succession planning and employee development.The 9-box grid, which plots employee performance against potential, is a valuable talent review tool for HR practitioners and for managers across all levels. The aim of the matrix is to understand where each employee stands by identifying how they fit into the grid. Additionally, there are concerns that this person may not be able to handle the complexity the role requires. During their performance appraisal, employees are scored on this performance scale. You’d be surprised how reluctant people can be to rank the people in their organisation and share this information in a leadership team, which is why its important to get buy-in before you begin. Quadrant 3: An employee who has the skill to do the task, but not the will and motivation to complete it. Assessing Performance. Performance and Potential matrix is the most frequently used tool. In a typical nine-box grid, your Y axis represents potential. The 9-box grid guide on the next page provides more insight and recommended actions. Be honest and open yet sensitive about their potential for advancement. It facilitates a feeling of shared ownership of talent management as opposed to the individual feelings of single individuals. Counsel, establish trust, agree aims, and take action to help, including outplacement if best. Quadrant 4: An employee who is missing on both the skill and will to complete the task. The three typical X categories are Under-performance, Effective Performance, and Outstanding Performance. High Performance; ... Overview of the Performance/Potential Grid - The Nine-Box Grid. 9 Box Performance-Potential Matrix Needs Development High 1C 1B Poor Performance High Potential Moderate 2C Poor Performance Moderate Potential (new role) Limited Meets Expectations 3C Poor Performance Limited Potential Poor Good Performance High Potential 2B Good Performance Moderate Potential 3B Good Performance Limited Potential Good Exceeds … Is not likely or does not wish to progress beyond current role Consistently produces exceptional results, exceeds expectations. Each cell has labels such as “Star,” “Rising Star,” “Solid Performer” and “Core Contributor.” during the next Performance (based … Give them low risk activities to hone their skills, coupled with positive feedback to build their confidence. Box 1C rates an employee as low potential, and low performance. There are a number of reasons why you should consider using the 9-Box Model, including: 1. Matrix Diagram Examples via (edrawsoft.com) Employee Performance Review Template via … Another characteristic of individuals in this category is that although they perform above expectations, and they understand the organizational values, they have difficulty implementing them into their work day to day. The 9 box grid model is a tool designed to reveal the performance, talents, and potential of employees. This is how it looks like: The 4 box, also known as the "will vs skill" quadrant can be easily used to assess your employee’s will and skill, and how you create an action plan to help them perform better by using the best coaching techniques suggested. The 9 box matrix will also be integrated into Performance Management and Leadership Development framework. For companies who are using the 9-box grid for succession planning, we think the two systems complement each other by adding additional color to employee performance and potential. So, the 4-box talent model breaks Performance down into two components: the WHAT and the HOW. Dynamic Performance/Potential 9 Box Grid in Excel. Precise origins are not certain. 9-box model is a great tool for succession planning and development. In the center box, an employee would be average potential and average performance. One way to do this over the medium term is to assign a mentor who can both develop them and gauge their readiness to advance. If this situation sounds familiar and you’d like to conduct some talent management then the performance and potential matrix, sometimes known as the 9-Box Model, is for you. If you are a senior leader or manage a large team, then the sheer number of people within the team can make it very difficult for you to discover the superstars. If you continue browsing the site, you agree to the use of cookies on this website. The 9-box: Most talent management professionals are familiar with the 9-box model (here's the paper-based version) which measures both Performance and Potential. The Performance-Potential Matrix Grid Report in the Performance Form shows two shades of colour per 9-Box, rather than one block of colour. In addition, it offers ways to better monitor these talents and develop them further. Perhaps more training and monitoring is needed over the coming months before determining if they are ready to step up a level. The high skilled, high willed employees are typically your superstars that consistently provide results and strive to do a good job. It can also be a catalyst to get the leadership team talking about talent development. The matrix is used to evaluate an organization’s talent pool. Thanks to our fellow LinkedIn fam members @Tayrius Low and @Andrew Toh for their inspiration for this post. It is drawn as a grid so you can effectively identify talent by plotting their performance and potential on it – with the y axis labelled as potential and the x axis labelled as performance. Thread starter mcdonaldalan; Start date Nov 8, 2013; Tags 9 box grid M. mcdonaldalan New Member. Just in case there are any non-HR people reading this, the 9 Box Grid requires you to place your team members in one of the 9 boxes by assessing their performance (low, medium or high) along one axis and their potential (little, some or lots) along the other. As you move to the right or up on the chart, the performance or potential goes up with each box. It provides a common language for assessing potential making it easier for the leadership team to discuss. The key here is to try re-engaging the individual. Using the 9-Box Performance and Potential Matrix to Assess (and Develop) Talent Presented by: Dan McCarthy Director of Executive Development Programs, The University of New Hampshire. 9-Box Matrix Definitions Potential Low Solid High Solid Consistently produces exceptional results. Counsel, establish trust, agree aims, and take action to help, including outplacement if best. Using the “9 box” Performance and Potential Matrix to Assess Talent Dan McCarthy, Director Executive Development Programs The University of New Hampshire 2017 SHRM Vermont Human Resources State Conference. The McKinsey 9 box talent matrix is used by a huge number of companies around the world as a way to identify and calibrate talent performance and potential of a team or hierarchical level. I first encountered the 9 box in the 1990s when it was a key part of GE’s highly influential Session C performance management method. Not sure what they are? Note: for an updated (Jan 2012) version of this post, see The Performance and Potential Matrix (9 Box Grid) – an Update. Is not likely or does not wish to progress beyond current role Consistently produces exceptional results, exceeds expectations. In the example below you can see that the x-axis represents performance and the y-axis assess potential. Posted in Career & Learning and tagged 9 box performance potential matrix, career development, career planning, choose yourself, performance potential grid, self-confidence, seth godin, succession planning, talent review, the icarus deception. Whenever they deliver results, use your new understanding of them to show appreciation. Moreover, there is a far greater focus on action and outputs rather than an obsession over which box people fall into. Image/data in this KBA is from SAP internal systems, sample data, or demo systems. The 9-box grid has been used by corporations since the 1970’s. 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