What is a 9 box discussion?
The 9-box model, also known as the 9-box grid, is a visual tool used by HR to facilitate discussions with managers about employee performance and potential. During the discussion, employees are mapped within one of nine boxes mapped along a y- and x-axis.
How do you make a 9 box grid?
There are three steps to creating a 9-box grid for succession planning for your organization:
- Assess employee performance. During the first step, the performance level of each employee is assessed.
- Assess employee potential.
- Merge performance and potential into a 3×3 grid.
What is the nine box matrix and how is it best used?
The 9-Box Grid & the Performance Values Matrix A ‘nine-box grid’ is a matrix tool that is used to evaluate and plot a company’s talent pool based on two factors, which most commonly are performance and potential. Typically on the horizontal axis is ‘performance’ measured by performance reviews.
Are there any disadvantages to using a nine-box grid for succession planning?
The disadvantage of 9 boxes is they often create confusion and resentment among managers and employees. People struggle to differentiate between the two dimensions used to place people on a 9 box.
Why do companies use the 9 block for succession planning purposes?
Nine-box succession planning also allows your management team to develop their teamwork and leadership skills. Everyone gets a chance to say their piece and they can each lead meaningful discussion. It’s a great way to bring the management team together, and gives everyone the chance to collaborate.
How can the 9 box grid be used to identify leaders?
Or you can also use the 9 box grid to identify employees with leadership potential and move them onto management tracks. Of course, the 9 box grid is not a tool without its faults.
What is a 9 box assessment?
The 9 Box is a Leadership Talent Management Tool used to assess individuals on two dimensions: The outcomes of running a 9 Box session include: Helping identify the organization’s leadership pipeline Identifying the ‘keepers’. Identifying turnover risks.
What are the challenges to implementation of the 9 box?
Repeat every six months. Although the 9 Box is conceptually easy to understand, there are some challenges to implementation: Open or closed? This essentially asks the question as to whether people are made aware of their place on the grid or not. There are good arguments on both sides of the argument.
What are the outcomes of a 9 box session?
The outcomes of running a 9 Box session include: Helping identify the organization’s leadership pipeline Identifying the ‘keepers’. Identifying turnover risks. Identifying employees with potential to provide development assignments or special projects