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9 box grid instagram5/21/2023 potential and how’s that used to put people in a box. People struggle to differentiate between performance vs. The 9 box often creates confusion and resentment among managers and employees. Let’s face it, evaluating people is hard. It is simple, straightforward and easy to implement. If these are sorted, then HR is doing a good job.ĭon’t get us wrong, the 9 box matrix is a great place to start the conversation about talent. Lastly, they want to make sure there are processes for managing poor performers. Also, they want to know that there is a pipeline for more people to do their best. Companies want to know who are their best people and if they will stay. Ideally, you’d like to have your team in the green! However, that can’t always be the case and the boxes will give you a better understanding of what approach to take in terms of management. When assessing employee performance, managers often pay attention to two things: how well are employees performing, and how well they are likely to perform in the future.Īs you can see above, based on their performance and potential, employees are placed in one of the 9 boxes. Let’s dive right in!Ĭreated in the 1970s by McKinsey, the 9 box talent matrix is a standard talent management tool in which employees are divided into nine groups, based on their performance and potential. In this article we’ll take you through this model and why we came up with a different approach to make your life easier when evaluating performance and potential. Its advantages, its hows and whats and its shortcomings. Much has been discussed in the HR world about the 9 box matrix to assess talent within organizations.
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