You can then create a performance improvement plan and set clear objectives to help them get back on track. Which employees are falling short of expectations in their current role.If you have any employees who are not yet ready for a management role but could be in the future with the right career development.Which of your employees are ready to lead.This information can then be used to strategically develop employees for future positions within the company. The higher the score, the more potential for growth. Where they fall on the grid will depend on their combined scores. With the 9 box grid, you map your employees against two axes: current performance and future potential. It facilitates employee growth and contributes to retention, engagement, and productivity. The 9-box can also be used to reevaluate talent placement, improve succession planning, and identify performance issues and talent gaps. It helps managers identify future leaders and those with potential. The 9-box assessment model, also known as the 9-box grid, is a talent management tool used to analyze and compare employee work performance and potential.
We will also discuss the pros and cons of conducting a 9 box assessment to help you decide if it is the right tool for you. In this guide, we will explain what the 9 box is and how it can be used as part of your performance management process. It has evolved since then into an HR management tool used to measure two factors: performance and potential. McKinsey developed the 9 Box model in the 1970s to help General Electric prioritize investments across its 150 business units. As a result, tools like the 9 box grid are being used more often for talent mapping and measuring performance.
According to the World Economic Forum, this means they must measure employee performance based on outcomes with clear performance metrics rather than the traditional focus on employee behavior. Covid and the rise of remote and hybrid work have changed the way companies measure employee performance.
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