9-Box Grid Performance vs Potential Assessment Guide
Making decisions about who’s ready to lead, grow, or pivot doesn’t have to be a guessing game. That’s where the 9-box grid performance vs potential model comes in. It’s a clear, helpful tool that gives managers a snapshot of how each team member is doing—and where they could go next.
In this guide, you’ll learn what is a 9 box, how to use it, and why it’s a valuable part of talent assessment and development planning. Whether you’re leading a team of five or fifty, the 9-box grid gives you insight that leads to better decisions and stronger conversations. Keep reading for a simple, practical way to elevate how you lead your people.
What Is a 9 Box (And Why Use It)?
What is 9 box? It’s a visual tool that helps assess employees based on two things:
- Their current performance
- Their potential to grow into future roles
Here’s how the performance matrix works:
| Low Potential | Moderate Potential | High Potential | |
| Low Performance | Underperformer | Inconsistent | Raw Talent |
| Moderate | Solid Contributor | Core Player | Rising Star |
| High | Trusted Expert | High Performer | Future Leader |
This grid gives teams a shared language for talent assessment and lays the groundwork for growth conversations.
How to Fill Out the 9-Box Grid Effectively
Before filling in the grid, gather real data. That includes:
- Recent performance evaluations
- Observations from managers
- Feedback from peers
- Progress toward performance goals
Use a mix of numbers and narrative. The goal is to avoid gut decisions and stay grounded in what’s observable. And don’t rush the process. The 9-box is most helpful when done thoughtfully—preferably during talent reviews or annual planning sessions.
What Comes After the Assessment
Once you’ve placed your team in the 9-box grid performance vs potential model, it’s time to act. Here’s what that might look like:
- Underperformers: Develop performance improvement plans with coaching support
- Solid Contributors: Create development plans tied to stretch goals
- Rising Stars: Pair with mentors or leadership development tracks
- Future Leaders: Include in 9 box succession planning or promotion paths
This isn’t about labeling—it’s about lifting. Use the results to help people grow, not to box them in.
Why the 9-Box Works for Succession Planning
9 box succession planning is one of the clearest ways to build bench strength in your organization. It shows you who’s ready now, who’s next in line, and who may need more time to grow. Here’s why it works so well:
- It’s easy to understand
- It balances objectivity and conversation
- It links to real performance goals and development efforts
- It strengthens pay for performance conversations with clear data
When combined with regular check-ins and feedback, it becomes one of your most reliable leadership tools.
Use It, Don’t Overuse It
The 9-box is a tool—not a judgment. Use it to guide conversations, not replace them. People’s paths aren’t fixed. Someone who’s low on potential today might thrive next year with the right support. And don’t let it sit in a drawer. Use the results to shape corporate training, coaching sessions, and career conversations all year long.
Prepare Ahead for The Future
As a leader, you want to make wise decisions about your people. You want to support growth, prepare for the future, and keep their teams aligned and motivated. We can help you with that!
Appreciation at Work™ understands the human side of talent planning. As a trusted authority in leadership development and organizational health, our resources make tools like the 9-box grid simple, strategic, and effective.
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