An overview of the 9 box model

The 9 box model reviews an employee ’s performance with an eye toward tracking their trajectory for management potential and gauging their likelihood of success should they be chosen for promotion.

To formulate the 9 box evaluation, draw out nine boxes with an x and y-axis grid, using the x-axis to measure performance and the y-axis to measure potential. The top right box of your 9 box model is the most valuable square on the board due to its position as the highest-rated quality tied to performance and potential. Likewise, the least valuable square on the board is the bottom left box, as it notes employees who don’t perform well or have much potential for growth.

Qualities to assess

Since the purpose of the 9 box matrix you’ve created is discovering which workers might transition best into leadership roles, you must line out the qualities you find important before you begin your 9 box assessment. This metric, or leadership competency model, typically assesses the following qualities:

• Mindset: This metric evaluates the general state of mind that employees bring to your workplace . Mindsets that fit well in leadership roles include characteristics such as striving for constant improvement, a history of good judgment calls and a determined personality.
• Discipline: Discipline refers to how well employees control themselves and habitually perform tasks. Elements of this metric include the ability to make plans and execute them successfully, a strong focus on their work responsibilities and the standards they aspire to and expect from others.
• Teamwork: Teamwork matters a lot whether employees lead or are part of a group striving toward a common goal. Important teamwork metrics include how well the workers coach others and accept coaching, communicate with others and develop relationships with coworkers and customers.
• Composure: The composure metric appraises how well employees perform under pressure. Elements of this metric include how well they resolve conflicts with customers and coworkers, the amount of self-assurance they have and the trust others in your organization have in their leadership skills.

Once you’ve decided on the leadership competency model that works well for your business, spend time with each employee ’s manager to see where they fit into the 9 box succession planning grid. Additionally, find ways to better observe their performance while they’re going about their day-to-day tasks for confirmation of their leadership capabilities or potential.

Read more: How to Hire Employees: A Step-by-Step Guide

How is the 9 box assessment used?

Once you’ve completed the hard work of assessing your employees’ performance and potential, map them on the grid you created based on where they fit best. This model is also called the 9 box talent assessment for a reason—it evaluates workers by the talents they possess that add value to your business. Once you know where everyone in your organization stands, you can create coaching and development plans well-suited to each individual to foster personal and professional growth.

Pros of the 9 box model

Before you proceed using the 9 box model, you should understand the pros of using this method, including:

• You can underline top performers: The 9 box model shows which employees you can scout for leadership roles. This model may confirm the preexisting candidates you think might be a good fit for the position. The results can also make you reassess an employee’s qualifications and decide if they need a professional development plan to improve their performance in the workplace . To get accurate information, however, closely collaborate with each department manager to note the metrics you’re looking for.
• It’s easier to predict the future: Conducting and reviewing a 9 box evaluation gives you and the department manager a clear perspective of what lies ahead for the company’s leadership. Selecting the right employee for a promotion can be crucial in the success of the organization because they’re likely to play a larger role in the execution of the company’s goals. An employee with a combination of a strong work ethic and a track record of high performance is typically your best choice for a leadership position.
• It helps standardize the performance evaluation process: The evaluation of an employee through the 9 block assessment is useful for you to provide a sustainable succession plan. Also, it helps you acquire a larger understanding of how an employee performs before or after you discuss their performance during their annual review. Overall, this process is convenient for all parties involved and provides the time you need to decide who might best fill a leadership position.

Cons of the 9 box model

The 9 box model has a set of cons you should consider, including:

• Identifying potential can be difficult: Evaluating potential can prove to be a challenging endeavor because it can often correlate with the performance for which you’ve already noted results. You can still make the separation between an employee’s performance and potential by using a predictive index (PI) to integrate the ways you’re reviewing employee performance. A PI can produce behavioral and cognitive assessments in addition to implementing a leadership training program and an organizational chart. With these tools, you can increase the knowledge you have about how an employee responds to varying workplace situations and where they fit in the organization moving forward.
• Changing the grid for each employee’s assessment can be time-consuming: You and the employee’s manager must be in constant communication about the most simple and efficient way to approach the 9 box assessment. This process can take time to initiate and test on current employees, but you may be able to streamline what you’re doing by blocking off small-time slots.

Frequently asked questions about the nine box assessment

Here are some commonly asked questions about the 9 box assessment:

What is the purpose of the 9 box model?

The purpose of the 9 box model is to properly evaluate employees to identify which ones have the qualities necessary to hold a leadership role within your company. By the end of the assessment, you should have a short list of employees you feel can take on the responsibilities of an executive or a managerial role. The 9 block assessment also shows you which lower-performing workers may be worth investing in with coaching and training that develops their potential.

What does the 9 box model measure?

The 9 box model measures the employee’s performance and the potential they have to perform the day-to-day tasks required in leadership positions. This model comprises an element of your business’s succession plan that you carry out when key roles become open due to retirement or employees leaving the company. By measuring the likelihood of workers successfully handling leadership roles, you protect your organization’s functionality and ensure you have someone capable to fill managerial roles as they become open.