This document provides an introduction and instructions for using a 9 box grid as a talent management tool. The 9 box grid assesses employees on two criteria - performance and potential - to categorize them into 9 boxes representing different profiles. It can be used to evaluate performance, determine who to promote, retain, or reallocate. The document outlines how to create a 9 box grid by assessing performance and potential separately, then combining them. It defines each of the 9 profiles in terms of characteristics, impact on the organization, and how they should be managed. Case studies and activities are referenced but not included.

1. 9 BOX GRID
Talent
Management
Henry John Nueva, CLSSYB
Author & Consultant
Training Manual
AS AN ASSESSMENT TOOL TO
EVALUATE EMPLOYEES CONTRIBUTION
TO THE ORGANIZATION
DESIGNED PRIMARILY FOR PRIVATE BUSINESSES AND NON-GOVERNMENTAL ORGANIZATIONS (NGOs)
All Rights Reserved. 2020-2021

2. Talent
Management
Learning Objective
At the end of this session, you will be able to:
02
Understand the concept of the 9 BOX GRID;
Define each grid and explain the impact in the organization's
operation;
Create Action Plan and apply the 9 BOX GRID

3. Talent
Management
Content Outline
>> Introduction to the 9 BOX GRID
>> Creating a 9 BOX GRID
>> Definition and Action Plan
>> Activities and Case Studies ***
03

4. 04
Introduction to the
9 BOX GRID
The 9 box grid is a talent management tool that provides framework to help
manage all employees in the organization. This is a very helpful when
assessing employee performance and potential.
The main goal of this tool is to categorize employees, determine which to
promote, retain and invest in, and which to reallocate. This matrix is also often
used to deliver performance evaluations, indicating to employees where they
fit in the scheme of things, and what would be required of them to move
about the matrix.
Talent
Management

5. There are (3) three steps to go through when thinking about creating a 9 BOX GRID.
First is to Assess Performance. The nine-box grid is composed of three performance categories such as low,
moderate, high. These categories can be extracted from the employees score during the performance
review or appraisal. Next is to Assess Potential. The other component of this tool is potential - which is also
categorize into three such as: 1) Low Potential - Employee is working at full potential and is not expected to
improve, probably because they're at the maximum capacity or maybe because of a lack of motivation. 2)
Moderate Potential - Employee has the potential to further develop within their current role in terms of
performance or expertise. 3) High Potential - Employee is eligible for promotion, either immediately, or within
two to three years. Lastly, combine it together plotting performance and potential on a 3x3 grid resulting
the 9 BOX GRID.
Creating a 9 BOX GRID
05
Assessing
Performance
Assessing
Potential
Combine All
Together

6. 06
The 9 BOX GRID
Performance
Potential
3C
2C
1C
3B
2B
1B
3A
2A
1A

7. These are employees with low scores for both
performance and potentials.
Identify barriers and personal issues that may cause the low performance and lack of
growth.
Poor Performance -Limited Potential
Definition and Action Plan
3C
How To Manage
Profile
Impact in the Organization
These type of employees may threaten the
viability of your organization. They will take
away time, money and other resources from
employees with more potential to growth.
Quality of work is compromised and may
cause spending time on cleaning their mess
with no positive contribution at all.
Set a meeting with the individual if there is more appropriate tasks or assignment where
his/her skills can be utilized effectively.
Observe the progress and if the first two items above did not succeed then create an exit
plan together with the individual to find a role that suits his/her skills outside the
organization.
Follow company policies on employee performance and due process.

8. 3B & 2C are challenging types of employees.
They execute their job but with limited
capability and most of the time delivering just
a mediocre performance. Create a comprehensive structured personal improvement plan to identify points of
improvement while providing measurable expectations and clearly define what good
performance will look like.
Good Performance -
Limited Potential
Definition and Action Plan
3B
Impact in the Organization
These type of employees are medium
performers but they do a good enough job not
to fire them. Because they are low potentials,
investing time and money in training them will
not pay off and sometimes they provide
ambiguous results that will impact the
operations negatively.
If performance does not improve within 6-12 months, create an exit plan together with the
individual to find a role that suits his/her skills outside the organization.
2C
Poor Performance -
Moderate Potential
Evaluate progress plan periodically . Make sure to document the session - it will help make
a better decision in the future
Follow company policies on employee performance and due process.
How To Manage
Profile

9. 3A are of employees organization should take
care of. They are characterized by good work
mentality however don't have much potential
for growth. Make an engagement plan that will make them satisfied and happy with their job. Analyze
how their work will change in the future and help them prepare in so far as possible.
Outstanding Performance -
Limited Potential
Definition and Action Plan
3A
Impact in the Organization
These type of employees may threaten the
viability of your organization. They will take
away time, money and other resources from
employees with more potential to growth.
Quality of work is compromised and may
cause spending time on cleaning their mess
with no positive contribution at all.
Do not promote these type of employees to a role with extra responsibilities because they have a
tendency to rise the level of incompetence.
Create a monitoring and reward system but be careful of
over-rewarding them.
Follow company policies on employee performance and due process.
How To Manage
Profile

10. 1C type of employees are high in potential but
low in performance. They haven't learned the
ropes yet but they are eager to learn.
Provide them time to develop while monitoring their performance . Eye for stable solid
performance.
Poor Performance -
High Potential
Definition and Action Plan
1C
Impact in the Organization
These type of employees may threaten the
viability of your organization. They will take
away time, money and other resources from
employees with more potential to growth.
Quality of work is compromised and may
cause spending time on cleaning their mess
with no positive contribution at all.
Set and communicate clear and unbias expectations for their current role so they
understand what is expected of them.
Follow company policies on employee performance and due process.
How To Manage
If performance does not improve within 6-12 months, create an exit plan together with the
individual to find a role that suits his/her skills outside the organization.
Profile

11. 2B, 1B & 2A type of employees should be the
priority of the organization because they are
performers who also have the potential to
grow further in the current roles.
Regularly check in with them and appreciate the work they do. Consistently praise
accomplishments, good performance and initiatives that will help them advance business
goals and objectives.
Definition and Action Plan
Impact in the Organization
These type of employees may threaten the
viability of your organization. They will take
away time, money and other resources from
employees with more potential to growth.
Quality of work is compromised and may
cause spending time on cleaning their mess
with no positive contribution at all.
Empower them with peer coaching by a high-performing employee or professional
coaching to solve any personal or professional issues.
Anchor techniques such as but not limited to job rotation and provide them challenging
assignments to expose them to other process sections to build business acumen and prepare
them for a broader leadership role.
How To Manage
Provide them with professional training and on-the-job learning opportunities that will help
them develop more and bring skills to a higher level.
2B 1B 2A
Outstanding
Performance -
Limited Potential
Good
Performance -
High Potential
Good
Performance -
Moderate Potential
Profile

12. 1A are so called organization Super Stars.
They are capable to take and lead new roles.
These are the A-players and most valuable
employees.
Provide challenging tasks and assignments such as but not limited to internal projects ,
and other external opportunities.
Outstanding Performance -
High Potential
Definition and Action Plan
1A
Impact in the Organization
These type of employees can contribute much
in your organization. They can meet
deadlines, make sales, and build the
successful brand with positive output. Reward them accordingly and ensure they receive competitive
compensation.
How To Manage
Provide mentorship with more senior members of the organization and with senior members of
the organization. It will help them to build a network of top performers and senior leadership
Regularly check in with them and appreciate the work they do. Consistently praise
accomplishments, good performance and initiatives that will help them advance business
goals and objectives.
Profile

13. CASE TO SOLVE OUTCOME
PLANS / STRATEGY
Contact the author for the list of activities and sample case studies.
Activities & Case Studies