Summary Definition: A grid-based assessment methodology used to plot and track the performance of employees compared to their peers.
The 9-box grid model is a standard workforce management framework that assesses the value of individual employees and how they compare to the rest of the team.
Managers determine each staff member’s performance and potential performance and plot the results onto a 9-box matrix. The resulting grid is divided into three layers, each representing a "step up" in attainment.
This splits a workforce into nine segments. "High performers" or "bad hires" are in the most extreme corners, and "core employees" are in the middle.
Analyzing the grid can help management develop career path strategies for each group, such as promoting, retraining, or terminating an employee’s contract.
To make a simple 9-box grid, draw lines to create three rows of three columns. Label the vertical rows "Employee Potential" and the horizontal columns "Employee Performance."
Here's an example of a 9-box grid:
The exact scoring rubric will differ per company, but these are some common assessment methods:
The 9-box model can help businesses with strategic workforce planning.
For example, teams with the strongest performers will have the highest proportion of employees in the top-right segment of the 9-box grid.
On the contrary, a large concentration of employees in the bottom-left corner indicates a low-performing team/department.
Businesses can use this data to promote top talent, remove low-potential underperformers, or reorganize a talent pool by pairing leaders with high-potential underperformers as part of a mentorship scheme.
The 9-box employee segmentation method is versatile and has various use cases for businesses. Some of the most common include:
Like any model, the 9-box assessment method has advantages and disadvantages as a talent management tool. Here’s pros and cons to consider:
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