The document presents the 9-box grid matrix, a tool used for talent management and succession planning, designed to assess employee performance and potential. It categorizes employees based on their current performance and future capabilities, identifying areas for development and potential leadership. The application of the 9-box grid aids in recognizing valuable talent, facilitating post-appraisal actions, and ultimately improving organizational processes.

1. Department : HUMAN RESOURCE
Topic: 9 Grid Matrix- FDP
Date :
Presented By:
RBMI Group of Institution

2. PROGRAM OBJECTIVE
To help the employee know about the what is The 9 Box
Grid
To make the employee understand talent management and
succession planning
To make them understand how it can benefit them in their
future work

3. 9 Box Grid-An Introduction
• The 9 box grid is a well-known tool for talent management and succession
planning.
• When assessing employee performance, managers often pay attention to two
things.
• First, how well they perform today, and second, how well they are likely to
perform in the future (i.e. their growth potential).

4. 9 Box Grid-An Introduction

5. Functions of the 9-box matrix
1. Track Performance (horizontal axis): The 9-box matrix groups employees’
performance into three categories (low, moderate and high) after employees have
been reviewed by their supervisors on the KPIs.
• Low performance – Employee does not match the requirements of their job role and fails to meet their
targets.
• Moderate performance – Employee partially matches the requirements of their job role and meets some of
their targets.
• High performance – Employee fully meets the requirements of their job and successfully meets their
targets.

6. Functions of the 9-box matrix
2. Assess Potential (vertical axis): Employee potential is also scored during
the performance appraisal– low, moderate or high potential. The assessment is based
on the employee’s current job role but is also used to predict their future capabilities.
• Low potential – Employee is working at full potential and is not expected to improve.
• Moderate potential – Employee has the potential to further develop within their current role.
• High potential: Employee is eligible for promotion, either immediately or within two to three
years.

8. Explaining each box of 9 grid Matrix
1. Risk or Bad hires (low potential | low performance): These employees score
low on performance and potential and are placed into the bottom left corner of
the grid.
2. Average Performer or Grinders (low potential | medium performance): The
Average Performer falls into the second box at the bottom of the grid. This
group of employees are putting in some effort. They are willing to work,
contribute consistently to the company goals, give medium performance, and
do well enough to not be fired from their jobs.

9. Explaining each box of 9 grid Matix
3. Solid Performer or Workhorses (low potential | high performance): Solid
Performer perform well when they are told what to do but have limited
potential and low motivation for growth.
4. Inconsistent player or Dilemmas (medium potential | low performance):
Inconsistent players have high potential and are excited about their job, but
their performance is low. It’s important to find out the cause of this.

10. Explaining each box of 9 grid Matix
5. Core Player (medium potential | medium performance): Core Player
perform well in their current roles and have good potential for growth
and future promotions.
6. High performer (medium potential | high performance): High
performer are already meeting and exceeding targets and KPIs and are
on track for a good growth trajectory within the organization.

11. Explaining each box of 9 grid Matix
7. Potential gem or Dysfunctional Geniuses(high potential | low performance):
This group have high potential but are scored low in performance. They can
handle a broader role but are experiencing challenges that affect their current
performance.
8. High Potential (high potential | medium performance): Growth employees
are valuable team players that uphold the work culture and meet all
performance expectations.

12. Explaining each box of 9 grid Matrix
9. Consistent star (high potential | high performance):
These are star performers who have mastered their role
and are fully ready to move on to the next role Within the
organization, they are known to be problem solvers,
strategic thinkers, and self-motivated people.

13. APPLICATION OF 9 BOX GRID

14. Action Plan for Each box

31. Benefits of The 9-box Grid
• Helps to identify valuable talent
• Helps to channel post-appraisal actions
• Supports the improvement of organizational processes

32. Conclusion
• The 9-box matrix helps to give senior management a snapshot of the workforce.
• It is useful in succession planning, helping organizations identify and groom
upcoming leaders, seeing as continuity in leadership is crucial and managerial
roles take time to fill.