Step-by-Step Implementation Guide
The 9-box grid is most effective when implemented systematically. Follow these steps to create meaningful talent assessments for your team.
Define Your Criteria
Before assessing anyone, establish clear, objective criteria for both performance and potential.
Performance Criteria:
- • KPI achievement
- • Quality of work
- • Consistency
- • Team impact
Potential Criteria:
- • Learning agility
- • Leadership skills
- • Strategic thinking
- • Growth capacity
Gather Data and Evidence
Collect objective information about each employee before making assessments.
- Performance reviews: Recent formal evaluations and feedback
- 360-degree feedback: Input from peers, direct reports, and managers
- Career conversations: Employee aspirations and development goals
- Project outcomes: Specific examples of delivered results
- Skills assessments: Technical and soft skill evaluations
Plot Each Employee
Position each team member on the grid based on their performance and potential ratings.
Pro tip: Start by categorizing employees into broad groups (Low/Medium/High) rather than trying to rank-order everyone precisely. This prevents over-analysis and decision paralysis.
Conduct Calibration Sessions
Meet with fellow managers or HR leaders to review and calibrate placements across the organization.
- • Reduce bias: Multiple perspectives prevent individual manager bias
- • Ensure consistency: Align on what "high performance" means across teams
- • Share context: Provide specific examples to support placements
- • Challenge assumptions: Question outliers and discuss edge cases
Create Action Plans
For each box category, develop specific talent strategies and individual development plans.
Future Leaders (High/High):
Succession planning, stretch assignments, executive mentoring
High Potential (Medium/High):
Performance coaching, skill development, increased accountability
High Performers (High/Medium):
Retention bonuses, lateral moves, subject matter expert tracks
Poor Fit (Low/Low):
Performance improvement plans, role reassignment, or transition support
Common Mistakes to Avoid
Confusing Performance with Potential
A high performer isn't automatically high potential. Someone can excel in their current role but lack the skills or desire to advance.
Creating a "Set It and Forget It" Grid
The grid should be updated regularly (at least annually) as employees develop and circumstances change.
Sharing Grid Placements Inappropriately
Grid information should remain confidential between HR and leadership. Don't share an employee's box placement directly with them.
Not Following Through with Actions
The grid is useless without concrete follow-up. Every placement should lead to specific development plans or talent decisions.
Practical Example: Technology Team
Scenario: Mid-size software company with 12-person engineering team
Sarah (Senior Engineer)
Placement: High Performance / High Potential (Future Leader)
Action: Include in leadership training program, assign as tech lead on critical project, mentor for director-level role
Mike (Mid-level Engineer)
Placement: Medium Performance / High Potential (High Potential)
Action: Pair with senior engineer for code reviews, provide training on architecture patterns, set clear performance goals
Jennifer (Staff Engineer)
Placement: High Performance / Medium Potential (High Performer)
Action: Create principal engineer IC track, retention bonus, involve in technical strategy without management path
Tom (Junior Engineer)
Placement: Low Performance / High Potential (Inconsistent/Raw Talent)
Action: Weekly 1:1s with manager, structured onboarding plan, assign clear small wins to build confidence and skills
Using Our Free 9-Box Generator
Our tool streamlines the entire process by generating professional assessments and development recommendations for each employee based on their grid placement. Simply add your team members, position them on the grid, and get instant, actionable insights.
Ready to Create Your First 9-Box Grid?
Generate professional talent assessments with automated development recommendations in under 2 minutes.