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Nine Box Grid Template

This document provides instructions for using a Nine-Box Grid template to evaluate employee performance and potential. The template includes sections for guiding questions, the Nine-Box Grid itself, and a term sheet. Users are instructed to fill in employee names, assess each employee's performance and potential using dropdown lists, and identify development needs and career paths based on where employees are categorized in the grid. The goal is to help organizations visualize employee positions and make talent management decisions.

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hr onxhomes
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© © All Rights Reserved
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161 views23 pages

Nine Box Grid Template

This document provides instructions for using a Nine-Box Grid template to evaluate employee performance and potential. The template includes sections for guiding questions, the Nine-Box Grid itself, and a term sheet. Users are instructed to fill in employee names, assess each employee's performance and potential using dropdown lists, and identify development needs and career paths based on where employees are categorized in the grid. The goal is to help organizations visualize employee positions and make talent management decisions.

Uploaded by

hr onxhomes
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 Tem

About this resource

Included in this resource

Instructions

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5
STEP 6

BEFORE YOU BEGIN


Note that yellow-shaded cells throughout this template require your input. You will have to either ty

ATTENTION
Using this template means filling it with the sensitive information about the employees at your orga
beyond the relevant and accredited stakeholders.
ne-Box Grid Template
This resource will help you to categorize individuals at your organization based on their performance and
and talent development strategies to identify and prioritize the development needs of employees. By placin
to take next based on the group in which the individual falls and then adjust your talent management strate

1. Guiding questions: This tab contains 6 questions that will guide your use of this resource.

2. Nine-Box Grid: This grid is for evaluating employee performance and growth. The Nine-Box Grid will au
visualize each employee's position within the grid and make well-informed decisions.

3. Term sheet: It contains labels for categories of performance and potential. We've provided suggested o
don't meet the specific needs of your organization's talent management strategy.

Revise the guiding questions to help you contextualize and define the scope of this evaluation.

Check the Term sheet and modify them if desired. Any changes you make to the terms in the sheet will a

In the Nine-Box Grid sheet, fill Column B with the names of the employees you wish to evaluate.

Evaluate each employee's performance by selecting an option from the drop-down list in Column D (Nine

Evaluate each employee's potential for growth by selecting an option from the drop-down list in Column F
Use the information that appears in the grid to identify areas for improvement and potential career paths
talent management strategies for each employee

ells throughout this template require your input. You will have to either type in the information or select an option from

filling it with the sensitive information about the employees at your organization. It's important to ensure that this info
ccredited stakeholders.
Guiding Questions
Use these questions to guide your thinking when using the Nine-Box Grid. Write down your notes

Defining the scope


Which team or department are you using this
grid for? Are there specific talent segments
that have to be prioritized based on criticality
and/or scarcity? (We recommend using it for a
small group to avoid overcrowding the grid
and enable prioritization.)

Assessing performance How are you going to rate an employee's


overall performance in terms of meeting or
exceeding performance expectations?

Assessing potential How are you going to rate an employee's


potential for growth and advancement within
the organization?

Differentiating between How will you judge to what extent does the
high performers employee consistently demonstrate
exceptional skills, competencies, and results
that go beyond expectations?

Differentiating between How likely is it that the employee possesses


high potentials the ability, ambition, and willingness to take
on higher-level roles and responsibilities in
the future?

Considering risk factors How will you consider if there any factors that
could pose risks or obstacles to the
employee's performance or potential growth?
Write down your notes in this column.
The Nine-Box Grid Template

Employee performance and potential


review

Employee Performance Potential

Enter the name of the Select the option that bes


Select the option that best
employee whose performance reflects the employee's
reflects the employee's level of
and potential you will be potential for future growth
performance over time.
assessing. within the organization.
late IMPORTANT
Don't edit the formulas in the Nin

Potential
Develop in current role
3. High potential

ct the option that best


ts the employee's
ntial for future growth
n the organization.
Potential

2. Medium potential
Address performance gaps
Poor fit to role

1. Low potential
1. Does not meet expec
ormulas in the Nine-Box Grid below. Each box of the boxes displays up to 17 employe

Nine-Box Grid
Focus on developing
evelop in current role for the future
ress performance gaps Develop in current role
Poor fit to role Address performance gaps

Performance
not meet expectations 2. Meets expectations
up to 17 employees.

Fast-track development
and movement
Focus on developing
for the future
Develop in current role
3. Exceeds expectations
Term Sheet
If desired, replace these suggested terms with others that better reflect how performance and
potential are evaluated in your organization.

ATTENTION: Always follow the order of low, medium, and high options when selecting the
levels for the best results.

Performance Potential
1. Does not meet expectations 1. Low potential
2. Meets expectations 2. Medium potential
3. Exceeds expectations 3. High potential
etter reflect how performance and

igh options when selecting the

Potential
ial
otential
tial

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