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73% of business executives expect talent shortages over the next few years. That’s why it is important to identify, develop, and retain high performers and high potential employees, so you can build a team that stays with you in the long run and gives you the results you need to outperform the competition.
The 9 box talent review will help you build such a team.
Originally created by McKinsey in the 1970s to build business strategies for General Electric, the nine box review has been adapted as a talent review framework to identify the potential and performance of a company’s employees. As such, the 9 box grid template is a great tool for companies learning how to succession plan effectively and create talent management strategies.
In this article, let’s explore the 9 grid template and how to use it as a talent review framework so you can make confident, evidence-based decisions for development opportunities, promotions, and more.
What is the 9 box talent review?
A visual talent review framework utilized in talent management, the 9 box review employs a 3x3 grid. The horizontal axis represents performance (past accomplishments and current capabilities), and the vertical axis represents potential (future growth and leadership abilities).
In the resulting nine box grid template, each box signifies a specific combination of performance and potential for each employee within the organization.
So, by analyzing where employees fall within the 9 grid template, organizations can:
- Identify high-potential and high performing employees–prime candidates for a leadership development program and future promotions.
- Develop targeted interventions–low performance, high potential category–to reach their future potential.
- Make informed decisions on retention factors, development, and succession planning
Pain points addressed by the 9 box talent review
Here are several roadblocks that hinder effective talent management:
Identifying high-potential employees
Spotting individuals with the potential to excel in leadership roles can be a challenge for at least two reasons:
- Without a defined talent review framework for assessment, traditional methods rely on subjective evaluations.
- It can be difficult to distinguish high-potential employees from strong performers.
With the nine box grid template, all assessors need to do is pick employees from the high potential and high performance category. These individuals don’t just have the talent but also the drive to excel in leadership roles.
In short, it’s about identifying such employees early on. Then, organizations can invest in their development and ensure a steady pipeline of future leaders.
Succession planning challenges
For S&P 1500 companies, ill-managed CEO transitions could wipe out $1 trillion in market value annually! Ensuring a smooth transition for key positions requires a clear understanding of potential successors within the organization. Succession planning importance requires a systematic approach to talent assessment.
The 9 box talent review prevents organizations from reactively scrambling to fill vacant leadership roles. It brings potential successors to light proactively.
Developing these individuals through targeted training programs and mentorship opportunities ensures a smoother transition.
Unstructured workforce development
74% of organizations consider upskilling and reskilling existing talent more important compared to 54% that would hire new talent.
Finally, developing a skilled and engaged workforce requires a targeted approach to talent identification too. That means building a comprehensive picture of employee strengths and weaknesses is essential.
For maximum impact, organizations need to tailor development efforts to specific employee needs.
Generic training programs just don’t cut it anymore.
The data from the 9 box review process helps organizations do just that. For example, high performance and low potential employees may benefit from training programs that enhance specific skills. Low performance and high potential, on the other hand, may require coaching and participation in a mentoring program to bridge the performance gap.
Implementing the 9 box talent review
Successful implementation of the 9 box talent review requires a well-defined approach.
Here's a step-by-step guide for organizations can use:
1. Define performance and potential criteria
The 9-box talent review system roots lie in establishing clear and measurable criteria for both performance and potential.
So, your first step should be to figure out:
- Performance: Goal achievement, key performance indicators (KPIs), technical skills, and adherence to company policies
- Potential: Indicators of future growth, such as learning agility, leadership qualities, and strategic thinking
2. Gather data
Next, paint a comprehensive picture of each employee using data from various sources, including:
- Performance reviews
- Skills assessments
- Feedback from managers and peers
- Training records
3. Conduct rating meetings
Assemble a review team consisting of managers and HR professionals. Next, utilize the defined criteria to objectively assess each employee's performance and potential. Then, place them within the appropriate box on the 9 box evaluation template. Finally, remember, open discussions and data-driven reasoning are crucial during this stage.
4. Develop action plans
With employees placed within the nine box template, the focus shifts towards creating actionable plans.
5. Continuous monitoring and improvement
The 9 box review process shouldn't be a one-time event! In fact, you should:
- Regularly track employee progress
- Review and re-orient development plans as needed
- Consider conducting pulse surveys to gather employee feedback
Leveraging the 9 box talent review for succession planning
As mentioned above, this talent review process not only identifies high-potential employees; it also empowers organizations to cultivate them into future leaders.
Therefore, HR professionals and managers should implement the following strategies to nurture and develop the individuals this process highlights:
1. Targeted development programs
The 9-box template provides a roadmap for designing targeted development programs that address specific needs.
For instance, high potential, needs development employees demonstrate strong leadership qualities but lack certain skills. So, customized programs might be in order.
They can include:
- Leadership development topics, such as strategic thinking, communication, and team building–training important to 70% of frontline leaders
- Mentorship opportunities where experienced leaders provide guidance, share industry knowledge, and offer career coaching
- Stretch assignments or challenging projects that stimulate growth and development of critical skills
2. Investing in continuous learning
A culture of continuous learning is paramount for developing future leaders.
For example, ongoing learning can be really beneficial for employees who consistently exceed expectations but may benefit from further development.
Invest in your high performer, high potential employees via:
- Sponsorship for industry conferences and workshops for exposure to the latest trends and innovations within their field
- Tuition reimbursement for professional courses and certifications (relevant to both their career goals and the organization's strategic needs)
- Access to online learning platforms with courses and resources for diverse learning styles and development needs
3. Succession planning with a purpose
We mentioned the 9-box talent review facilitates a proactive approach to succession planning. Through it, organizations can create a talent pool for future leadership roles. It takes more than 5 months to hire new people!
Here's how you can use its data to inform your succession planning strategies:
- Identify potentials early
- Create opportunities where they present ideas to senior leadership
- Increase visibility by allowing them to participate in cross-functional projects
- Facilitate effective mentor matching
How to overcome 9 box talent review challenges and common pitfalls
If it’s so good at predicting which talents to nourish, why doesn’t every organization use the 9 box review?
And even out of those that do, why don’t all report a high rate of success?
Here are several roadblocks that make it so and practical tips to ensure you get the most out of this valuable tool:
Challenge #1: Rater bias can skew accuracy
Solutions:
- Establish well-defined performance and potential metrics aligned with your organization's goals
- Conduct training sessions for those doing the reviews
Challenge #2: Low quality or limited data minimizes effectiveness
Solutions:
- Gather data from beyond performance reviews, such as skills assessments, project evaluations, and client/peer feedback
- Consider a talent management system
Challenge #3: Lack of follow-through can mean low impact
Solutions:
- Develop actionable development plans based on each employee's grid placement
- Schedule regular check-ins
- Consider a performance management system for goal setting, tracking progress, and providing feedback
The role of mentorship in the 9 box talent review process
So you’ve completed your review of your employees’ performance and potential using the 9-box template. So, what’s next?
Supporting your identified future leaders and high-performers with mentorship programs can help them prepare for and transition into senior roles more easily. For employees hovering in the middle of the 9 box grid template, mentorship can be the catalyst to improving both performance and potential.
There are many reasons a high potential employee may not be performing well or a high-performing employee may not be showing much potential. Mentorship programs are an excellent way to nurture those employees. The 9 block talent review has given you all the information you need to create a targeted employee mentorship program.
Here are a few ways mentorship can work in conjunction with your 9 box talent review:
- Informed mentor matching: With the information gathered using the 9 box talent review, you can pair employees up with mentors that meet their development and learning needs, such as a mentor particularly adept at a skill the mentee needs or with a career path that matches the mentee’s aspirations.
- Building confidence: One reason employees may not be performing well or finding their potential is a lack of confidence. A mentor and mentee relationship can help employees develop personally through regular feedback, exploring their own capabilities, and tackling challenges with mentor support, building a strong foundation of confidence.
- Developing skills: Employees may have skill gaps preventing them from moving forward in their career. Mentors can help employees develop specific skills related to their current role and future aspirations, improving both their performance and their potential.
- Internal networking: Mentorship can open a lot of doors—especially for high-performers. With a more senior mentor, mentees can be introduced to other people in the company and find opportunities for growth and internal career mobility.
- Improving employee engagement: High potential employees may be performing poorly because they don’t feel connected to the company and its mission. A mentoring relationship can help employees create that connection and feel inspired and motivated.
- Discovering new career paths: With the guidance of a mentor, employees have the support to explore new career paths within the company. A mentor can help uncover a mentee’s strengths, interests, and growth potential and offer advice on potential career paths.
Get started with your own 9 box talent review
The 9 box talent review process can help your company unlock the true potential of your workforce, creating a high-performing culture. By taking a thoughtful, systematic approach to evaluating both current performance and future potential, your HR team and managers are well-equipped with the information they need to make decisions about talent development, succession planning, and workforce management and strategy.
The resulting culture of continuous learning and growth leads to increased employee engagement, innovation, and ultimately, a stronger, more competitive, and resilient company.
Ready to harness the power of the 9 box talent review process?
Download your own 9 box template free today.
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