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The Nine-Box Grid or Talent Matrix

The document describes a nine-box grid or talent matrix used for workforce planning and development. The grid maps employee performance on the y-axis and potential on the x-axis to categorize employees into nine boxes ranging from high performance/high potential "stars" to low performance/low potential "unsatisfactory performers". The summary provides descriptions and recommendations for development, engagement, promotion, or exit for each category.

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phormazabalsoto
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499 views2 pages

The Nine-Box Grid or Talent Matrix

The document describes a nine-box grid or talent matrix used for workforce planning and development. The grid maps employee performance on the y-axis and potential on the x-axis to categorize employees into nine boxes ranging from high performance/high potential "stars" to low performance/low potential "unsatisfactory performers". The summary provides descriptions and recommendations for development, engagement, promotion, or exit for each category.

Uploaded by

phormazabalsoto
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as XLSX, PDF, TXT or read online on Scribd
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The nine-box grid or talent matrix

Low/Limited
High Key contributor
High performance, low potential
High performer, hard to replace. Possibly a
specialist or expert. Consistently adds value.
Reached career potential. Retain, reward, help
with developing others. Broaden reach?
Medium Acceptable performer
Consistent performance, low potential
Meeting expectations. Not stretching themselves.
Valued, possibly as a specialist. Engage, focus,
motivate to identify potential blockers to higher
performance/potential.
Low Unsatisfactory performer
Low/unacceptable performance, low potential
Performance/potential exit needs to be managed.
Corrective action needed quickly.
Potential
Above
target
Below
target
P
e
r
f
o
r
m
a
n
c
e
On
target
Medium/Can be developed High/Seeks new challenge
Strong performer Star performer
High performance, medium potential High performance, high potential
Consistently meets/usually exceeds. Ready for
additional challenge. Potential to perform in
another role or at same level (transferable skills).
More value may be realised.
Capacity and/or ability for immediate
advancement. Clear potential beyond immediate
role. Highest potential, best for senior succession.
Reward, recognise, promote, develop soon.
Core performer Rising star
Consistent performance, medium potential Medium performance, high potential
May have potential to move through lateral move
or bigger responsibility. Highly valued employee,
but needs to be tested to ensure capability is
maximised.
Visible capacity and/or capability for progression.
Needs clear personal objectives/new role or remit
to drive performance up.
Marginal performer Emerging star
Low performance, medium potential Low performance, high potential
May be new in company/role or mismatched
obscuring ability in wrong role. Has potential to
improve performance or take more responsibility.
Test in role/consider move.
Possibly a novice/new entrant or new in role,
showing high potential. Has demonstrated high
potential in previous roles. May need to focus more
on current position before a move.
Potential

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