SQ Talent Review

9-Box Grid: Employee Performance & Potential Matrix

Highly
Effective
Highly
Effective

Leadership
Pipeline

Less
Lessve Effective
9-Box Grid

9-Box Grid Introduction to Managers and Supervisors

 Understanding the Grid

- What are the benefits of using the Grid
- The use of Grid placement information in people related decision-makings

 Using the 9-Box Grid

- How do we compile employee performance data
- What steps we can take to identify the potential
- How do we map employees into the Grid
- Who will be involved in populating employees into the Grid

 Giving 9-Box placement feedback to employees

- Importance of honest conversation/feedback to employees
- How to initiate honest conversations with employees on Performance & Potential
- Guidelines on delivering feedback for each of the 9-Box situations

 Monitoring and following-up activities after the Grid placements

- Urgent plan for employees placed in Q1
- Closely monitoring performance and timely feedback to the employees placed in Q2 and Q3
- Install Developmental plan for the employees in Q5
- Immediate actions for the employees in Q9
 Understanding the Grid
- What are the benefits of using the 9-Box Grid
- How the Grid placement information will be used in people related decision-
makings

• A decision making tool to map employee’s potential and performance which supports the
conversation – ‘how an employee is viewed in the organization?’

• It will help us assess employees relative to ones peers within a particular time frame…an annual
event.

• Ideally, the assessment process should be completed within 3 months’ time.

• The 9 box is made up of 2 dimensions:

• Performance reflects the employees’ yearly achievements against last year’s
performance appraisal as well as current year’s monthly KPI results.

• Potential – what is the employees likely to achieve based on their past performances –
where do you see them going? What evidence do we have to support that?

• The 9 box helps differentiate individuals on the basis of their results, displayed behaviors and
capability to do work within and outside of their current job.

• It provides a snapshot of the succession pipeline and leadership bench strength, and
subsequently making decisions on the following areas:

- Promotion
- Enhanced Job Role
- Learning and Developmental Opportunities
- Assignment with New Projects
- Cross functional movements
- Recognition and Rewards
- Pay and Benefits