What is a performance map?

A performance map is a visual representation of an employee‘s performance. One common way to map performance is to use a nine-box grid to describe an employee’s performance and potential. The original nine-box grid looked like this:

The grid can be tweaked, using the same potential and performance axis, but different terms depending on where a person is for each attribute. For example, someone who is a low performer and has low potential could be flagged as under-performing and in need of training. Someone who is a high performer with high potential could be considered for leadership training.

Performance mapping can consider something as broad as “performance.” The same grid can be used to consider specific attributes such as “customer satisfaction” or “attention to detail.” An employee‘s performance review can look at their scores for several different employee performance charts.

How mapping performance helps HR leaders

Mapping performance in this way gives HR leaders a view of each employee at a glance. This can be useful for large teams. Rather than having to read several paragraphs of text to understand how a manager feels about each of their direct reports, the HR team can get a quick summary overview of the department. If they see someone with very high or low scores, they can look at that person in more detail.

Performance maps can be used to flag employees who could benefit from additional training. They can also be used to reward employees who score at the higher ends of the performance scale. When used as part of a systematic performance review process, performance mapping offers several potential benefits, including:

• Easier collaboration between managers and HR professionals

• Clear information for use during talent management

• Increased consistency in performance reviews

• Removal of bias from performance reviews

• Easier succession planning

Performance maps are useful both on an individual level and when evaluating a team. For example, if everyone on a team is performing poorly, it could be a sign of a wider problem. Either the goals set for the team are too high, or there is an issue with another department preventing the team from performing well. It’s easier to spot these issues when you’re looking at a chart rather than reading one review at a time.

How to implement performance mapping

If you’d like to implement performance mapping in your organization, consider how it fits in with your performance review process. It is helpful if you can get team leaders, trainers and the HR team on board with the idea of using performance maps.

Consider your objectives

While broad performance maps can be useful in some instances, it is often beneficial to consider more focused areas of an employee’s performance. For example, if you’d like to improve teamwork across a specific department or the quality of customer service offered by the tech support team, those skills could be singled out in upcoming performance reviews. Take a moment to identify the most important skills and create performance maps based on those areas.

Provide training in the use of the performance grid

The nine-box performance grid itself is easy to understand, but it is still worth working with managers to ensure they understand the performance review process. Provide training that addresses issues such as coaching employees, addressing issues tactfully but assertively and objectively evaluating team members. Address topics such as conscious and unconscious bias and what employers can do to mitigate bias.

Use performance maps alongside more detailed reviews to drive conversations

Performance maps are a visual representation of the most important information that is contained in a performance review. However, the performance map is not designed to be viewed in isolation. A good performance review isn’t just about metrics. Train your managers to conduct an effective performance review. Encourage them to write more detailed information to give context to the review. A new hire who is underperforming on certain targets may not be as much of a cause for concern as a more senior employee whose performance has slipped, for example.

Context can be useful for strong performers, too. Someone may have strengths in a particular area that is being evaluated but weaknesses in other areas that are flagged in a more detailed report. It is useful to have the full picture of an employee’s abilities if they’re being considered for a leadership program or a new position with extra responsibilities.

Consider automating the process

Depending on the metrics you’re hoping to measure, it may be possible to automate the creation of performance graphs. Quantifiable measures such as the CSAT score, punctuality or sales figures can be converted into performance scores relatively easily, although deciding where the employee belongs on the potential axis could be a challenge. Combining automated scoring with individualized feedback could help reduce the risk of bias from team leaders, while also ensuring there’s an element of human review to address scenarios where an employee has a poor score due to mitigating circumstances.

Using performance maps to boost your team

Performance maps are useful for both HR managers and the employees themselves. By visually representing an employee’s performance in specific areas, team leaders will have the opportunity to start discussions about the employee’s strengths and weaknesses.

As a leader, you can use the performance map as a part of the review process, asking the employee questions, such as where they would put themselves on the chart. Use their answer to lead into the key things you want to discuss in the review. Low ratings are obvious starting points for performance improvement plans, while high ratings are a chance to highlight the good work the employee is doing.

Those who score well may feel reassured by having their performance recognized in such a clear way. Those who have areas where they need to improve have tangible feedback and are more likely to understand what it is they need to work on. Performance maps offer both simplicity and transparency.

FAQs about mapping performance

What is performance mapping?

Performance mapping uses a tool such as the nine-box grid to describe an employee’s performance and potential in a given area. This visual representation helps leaders identify under-performers and high performers, and can also help managers give unbiased assessments of an employee’s performance.

What are the main performance elements?

Performance management involves goal setting, performance reviews and a performance improvement process. Performance mapping can be used in the performance review process to effectively quantify subjective feedback.

How can you measure employee performance?

Managers can use an employee performance chart to measure the performance of their direct reports. This chart breaks down an employee’s current performance and their potential, helping managers identify which employees need training and which are the team’s top performers.