When discussing Talent in your organisation looking at both Potential vs. Performance is useful to see critical resources and evaluating your organisations talent pool. This is often plotted in a 3x3 grid – sometimes called the “Talent Management Nine-Box Grid” (similar grids can be constructed with different scales). Each box has appropriate strategies and actions for managing people with that mix of potential and performance.
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H |
High potential and High potential to advance further although underperforming Maybe in wrong job/wrong manager; needs intervention |
High potential and Demonstrates high potential to advance further Valued talent, challenge, reward, recognise and develop |
High potential and Highest potential – best for senior succession Top talent, reward, regonise, promote, develop |
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M |
Medium potential and Likely to have scope to move one level/ challenge is necessary as under-performing. May have lost pace with the changes in organisation Provide coaching |
Medium potential and Likely to have scope to move one level/ challenge is necessary as under-performing. May have lost pace with the changes in organisation Motivate, engage and reward |
Medium potential and Likely to have scope to move one level/ challenge is necessary as under-performing. May have lost pace with the changes in organisation Strong contributor, challenge, reward, grow and motivate |
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L |
Low potential and Has reached job potential and is underperforming Performance manage or exit |
Low potential and Specialised or expert talent – reached career potential Engage, focus, motivate |
Low potential and Specialised or expert talent – reached career potential Retain, reward, help with developing others |
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Low |
Medium |
High |
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Performance >> |
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Related Topics
Managing Key Talent in Your Organisation