Utilizing the 9 Box Grid:
Succession Planning Tool
Bhavna Naik
What is the 9 box grid?
The 9 box grid is a well-known talent
management tool in which employees
are divided into nine groups, based on
their performance and potential.
Advantages of the 9-box grid:
• Being simple and easy to use
• Helping identify valuable talent
• A holistic approach to talent appraisal
Step 1. Assessing performance
Low performance: Moderate High performance.
The employee does not performance: The employee fully
match the requirements The employee partially meets the requirements
of their job and fails matches the of their job and their
their individual targets. requirements of their individual targets.
job and their individual
targets.
Step 2. Assessing potential
Low potential | working Moderate potential | High potential | eligible
at full potential. develop in the current for promotion.
The employee is working role. The employee performs
at full potential and is not The employee has the well beyond the
expected to improve, either potential to further develop expectations of their
because they are at within their current role. position and
maximum capacity or This can be in terms of responsibilities. They
because of a lack of performance, but also in naturally and
motivation. terms of expertise. enthusiastically take on
leadership roles and are
ready for a higher
position.
Step 3. Bringing it together
• The next step is to plot performance and potential on a 3×3 grid, resulting in the 9
box grid.
• The brilliance of this grid is that for each box in the grid, different talent
management techniques can be used.
Who are Bad hires?
• Talent risk
• Bad hire
• Underperformer
• Iceberg.
• Useless workers
• Fired immediately
Action Plan:
• Identify personal roadblocks that may cause the low performance and lack of
growth.
• Sit with the individual to see if there is a more appropriate assignment where they
(and you) can utilize their skills better.
• If the first two options don’t bring quick wins, you should create an exit plan
together
Up or out:
• The grinders or effective specialists are medium performers but they do a good
enough job to not fire them.
• The dilemmas or inconsistent players have some potential to be great but they are
not performing.
Action Plan:
• Create a personal improvement plan by going over personal roadblocks and skills
required for the role
• Check in every month and evaluate progress on the plan
• If performance does not improve within 6 months to a year, you should create an
exit plan together
Dysfunctional Genius or Workhorses
• The untapped talent, also referred to as enigmas or rough diamonds, are on the
other end of the spectrum. They score high in potential but low in performance.
An example could be a management trainee from a prestigious university.
• The trusted professionals score high in performance but low in growth potential.
They are the ones who you should take care of in your organization. They perform
well and have a good work mentality.
Action Plan: (Dysfunctional Genius)
• Communicate clear expectations for their current role so they know what is
expected of them.
• Communicate that you believe in their potential but also that they should improve
their current performance.
• If they still score low in performance a year onward, you should create an exit
plan together where you help the person find a role that better suits their skills
outside of your organization.
Action Plan: (Workhorses)
• Ensure that these employees are motivated and engaged to make a meaningful
contribution.
• Analyze how their work will change in the future and help them prepare as far as
possible.
• Raise salaries nominally but be careful with substantial raises and bonuses. Do not
promote beyond their potential.
Action Plan: (High Potentials/ Core/ Team Players)
• Consistently praise accomplishments, good performance, and initiatives that help
to advance organizational goals.
• Expose them to short-term job rotation schemes to expose them to other
experiences that will help them perform better or job enlargement by adding
activities that fit the employee.
• Help them overcome performance barriers.
• Provide these professionals with classroom training and on-the-job learning
opportunities that help them develop the skills that they are good at or bring skills
that hold them back to a higher level.
Action Plan: (Stars)
• Give your stars challenging assignments
• Check in with them regularly and assess if they are still happy in their current role.
• Provide mentorship with more senior members of the organization
• If they are interested in it, roles in external boards and committees could
incentivize them, raise their public profile, and provide an interesting challenge
and networking opportunity for them.
Thank You!
