The 9-box performance and potential matrix, or grid, is a proven method of helping managers identify and cultivate internal organization talent. Even though it’s relevance is debated today, it is still one of the most adopted tools for employee development.
Each category or grid is meant to account for inconsistency, performance over time, and potential. The method also addresses issues concerning overrating performance based on current or isolated events, or solely on one opinion.
Here’s what Dan McCarthy, author of one of the highest ranked leadership and HR blogs online since 2007, has to say about using 9-box method:
The beauty of the tool is in its simplicity and ease of use…I’ve had teams (often engineers) try to overcomplicate it, by adding more boxes, definitions for each box, and all kinds of bells and whistles. It hardly ever improves the process and often distracts from the overall purpose. I’ve only had one senior team where it just blew up, and that’s because there was such a lack of trust.
Dan McCarthy, Great Leadership
In the end, it’s all about helping employees improve their performance and in turn increasing your business’s output.
The 9-box Performance Grid Template has 11 phases: Initial Analysis, Talent Risk, Inconsistent Player, Solid Professional, Rough Diamond, Key Player, High Professional, Future Star, Current Star, Consistent Star, and Archive.
To initiate the 9-box Performance Grid process, first you start by filling out a Start Form where you will write the employee’s name, select their department, write their job title, and mark their admission date.
After considering their performance, you can move the employee’s card into one of the 9-box Performance Grid categories.Pipefy can serve an interactive grid that can regularly schedule notifications for analysis review. If an employee is ready to be moved to a new performance classification, you can open their card to comment on the employee performance before moving them to a new classification phase.
Evaluating performance using the 9-box method is a great way to determine what kind of support employee’s need to improve, but there are other actions you can take as an organization to improving company-wide employee performance.
Start using this template now
Improve your talent management and company-wide employee performance using Pipefy.
Tips and tricks for improving employee performance
Make bottom-up and top-down feedback the norm
Constructive and non-personal feedback sets the foundation for continuous professional improvement.
Set clear goals
Ensure that every team and individual is aware and inline with measurable and timely goals.
Provide periodic leadership & skills training
Good employees leave bad managers, and low performers improve from skills training.
Clear the way of admin and tech issues
Admin and tech issues can distract an employee from being able to focus 100% on their performance goals.
Work on improving engagement
When employees are engaged they care more about the work they produce and are more invested in their goals.
Share information and numbers
Siloed information can hinder performance and lead to more cases of re-work.
Pipefy is a powerfully customizable process management software that allows users to build and manage processes without IT skills or code. This means our platform is perfect for evaluating and keeping track of performance using any method (not just 9-box), and employees can benefit from improved productivity and time management using our software.
- Automate repetitive tasks and emails
- Establish SLAs to improve time management
- Enforce execution standards where needed
- Track metrics to know who’s performing best and who needs to improve
- Identify bottlenecks in your processes
- Sync and connect related processes for smooth cross-functional workflow
Connect and manage HR and managerial processes end-to-end
Improve employee productivity and performance management all on one platform, and without IT skills or code.