discusiion 45

Succession Planning: What is a 9-box grid?

   12/3/2012

 The 9-box grid is an individual assessment tool that evaluates both an employee’s current contribution to the organization and his or her potential level of contribution to the organization. The 9-box grid is a simple table graph that rates “potential” on the Y, or vertical axis, and “performance” on the X, or horizontal axis. In other words, the vertical columns of the grid identify an individual employee’s growth potential within the organization, and the horizontal rows identify whether the employee is below, meeting or exceeding performance expectations in his or her current role.

The 9-box grid is most commonly used in succession planning as a method of evaluating an organization’s talent pool and identifying potential leaders. When used in succession planning, the X-axis assesses leadership performance and the Y-axis assesses leadership potential. The combination of the X and Y axes determines where the leader is placed in the 9-box grid. Individuals in the upper right quadrant (Box 1) will then be identified as high-potential candidates in the company’s succession plan.

For performance appraisal purposes, the 9-box grid provides a simple visual reference that can include appraisal and assessment data to allow managers to easily view employees’ actual and potential performance. Individual developmental plans for both high- and low-performing employees can then be designed with collaboration from the employees’ managers and the HR department. 

A sample 9-box grid might look something like this: 

X-Axis (Performance) >>> Y-Axis (Potential) ↓↓↓	Under Performance	Effective Performance	Outstanding Performance
High Potential	Box 5 Seasoned professional capable of expanded role, but may be experiencing problems that require coaching and mentoring.	Box 2 Does extremely well at current job with potential to do more; give stretch assignments to help prepare for next level.	Box 1 Consistently performs well in a variety of assignments; superstar employee.  Big picture thinker; problem solver; self motivated.
Medium Potential	Box 8 With coaching, could progress within level; focus on stretch goals for this employee.	Box 6 May be considered for job enlargement at the same level, but may need coaching in several areas, including people management.	Box 3 Current role may still provide opportunity for growth/development; focused on tactical; focus should be on helping improve strategic thinking .
Low Potential	Box 9 Consider reassignment, reclassification to a lower level or exit from the organization.	Box 7 Effective performer, but may have reached career potential; try to coach employee on becoming more innovative, focus on lateral thinking.	Box 4 Experienced high performer but has reached limit of career potential. Still a valuable employee and can be encouraged to develop communications and delegation skills.

In coaching and talent management, the value of the 9-box grid is to identify when coaching or a change in job or responsibilities may be needed. It may not be valuable to the organization to spend time and effort in attempting to salvage an individual with low potential and poor performance. However, an individual with low potential but effective performance may need to be engaged or motivated in his or her current job.

When used correctly, the 9-box grid can be both a versatile and a valuable tool for an organization, but HR professionals are advised to become thoroughly familiar with the 9-box grid before attempting to use it. Like any tool, it can be damaging to the organization if used incorrectly.

Source: http://www.shrm.org/templatestools/hrqa/pages/whatsa9boxgridandhowcananhrdepartmentuseit.aspx#sthash.wlYlHT7A.dpuf