9 Box Description
High
Low Performance / High Potential
Goal: determine root causes of performance problems
to maximize their potential; worthy of development
PotentIal
Potential is the ability to assume increasingly board or complex accountabilities.
Provide: diagnostic conversations to identify any
frustrations and interventions; consider job fit and
career aspirations; develop and coach.
Goal: Retention, prepare for succession
Provide: coach and provide feedback to increasing
performance contributions to high after which greater
challenge and/or broad scope are likely.
Provide: career progression conversation; accelerate
leadership development to include stretch assignments;
recognize and reward effort
Solid Performance/ Moderate Potential
Goal: determine what is lacking for success in current
role and focus on improving performance, likely to have
range to move up if right fit.
Goal: Retain in current role and continue development for
future potential, may be considered for job enlargement.
Provide: more time and development
Provide: coaching, training, and development with
feedback and recognize efforts.
Goal: help them be successful in their role and move
them to a more appropriate position.
Provide: diagnose causes 9bad hire, lack of information,
skills, competencies) and provide feedback, coaching,
and a performance improvement plan
Low
High Performance/High Potential
Goal: Engage and develop for promotion
Low Performance / Moderate Potential
Low Performance / Low Potential
Low
Solid Performance/ High Potential
High Performance/ Moderate
Goal: Engage and develop leadership potential
Provide: career progression discussions and consider
leadership development, role development and special
projects for development.
Moderate Performance / Low Potential
High Performance/ Low Potential
Goal: help s/he be successful in their current role; coach to
improve performance; may be a candidate for a lateral
move.
Goal: retention, capture/document their knowledge; use
as a leader or trainer for others.
Provide: training and development, coaching and recognize
their improvements in performance
Performance
Provide: recognition, continued development in their
area.
High
Based on current role or performance history. The extent to which the individual can deliver results, demonstrate core competencies, and act in the spirit of the company values.