If you have any employees who are not yet ready for a management role but could be in the future with the right career development.Which of your employees are ready to lead.This information can then be used to strategically develop employees for future positions within the company. The higher the score, the more potential for growth. Where they fall on the grid will depend on their combined scores. With the 9 box grid model, you map your employees against two axes: current performance and future potential. It facilitates employee growth and contributes to retention, engagement, and productivity. The 9-box can also be used to reevaluate talent placement, improve succession planning, and identify performance issues and talent gaps. It helps managers identify future leaders and those with potential. The 9 box grid, also known as the 9-box assessment model, is a talent management model used to analyse and compare employee work performance and potential. ✅ Centralise your Performance Management with Factorial’s Software.You can download our free 9 box grid template below to try it out yourself. We will also discuss the pros and cons of conducting a 9 box assessment to help you decide if it is the right tool for you. In this guide, we will explain what the 9 box is and how it can be used as part of your performance management policy. It has evolved since then into an HR management tool used to measure two factors: performance and potential. McKinsey developed the 9 box model in the 1970s to help General Electric prioritise investments across its 150 business units.
As a result, talent management models like the 9 box grid are being used more often for talent mapping and measuring performance. According to Shoosmiths, this shift means they should build a performance management policy based on productivity and outcomes rather than employee behaviour as they would traditionally. Covid and the rise of remote and hybrid work have changed the way companies measure employee performance.
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