Talent Strategy
This tool is used to evaluate employees based on performance and potential.
What is the 9-box grid?
This axis of the 9-box grid evaluates how well an employee meets expectations.
What is performance?
The top-right box in the 9-box grid is often used to identify these individuals.
What are high-potential successors?
Employees with high potential but low performance may need this.
What is performance coaching?
Employees in the bottom-left box may be at risk for this.
What is termination or reassignment?
The 9-box grid is most commonly used in this HR process.
What is succession planning?
Employees in the bottom row of the grid typically fall into this performance category.
What is low performance?
This process ensures leadership continuity in key roles.
What is succession planning?
This type of development helps employees grow into leadership roles.
What is leadership development?
High performers with low potential may pose this kind of retention risk.
What is disengagement or burnout?
The two axes of the 9-box grid measure these two traits.
What are performance and potential?
A high performer with low potential may be best suited for this type of role.
What is a specialist or subject matter expert role?
Employees in the middle boxes may benefit from this type of development.
What is a development plan?
A mentor can help an employee improve in this area.
What is professional growth or soft skills?
This strategy helps retain top talent.
What is career pathing or recognition?
This quadrant is ideal for identifying future leaders.
What is high performance/high potential?
This type of feedback is essential for improving performance.
What is constructive feedback?
This type of plan outlines steps for preparing successors.
What is a development plan?
This tool can help identify skill gaps.
What is a competency assessment?
Employees with high potential but low performance may be experiencing this.
What is misalignment or lack of motivation?
The 9-box grid helps align talent decisions with this broader organizational goal.
What is strategic workforce planning?
Performance ratings should be based on these types of metrics.
What are objective and measurable outcomes?
Succession planning should be aligned with this organizational strategy.
What is long-term business strategy?
Coaching should be tailored to this.
What is the individual's development needs and goals?
Talent risk can be mitigated by focusing on this.
What is proactive development and engagement?