A practical guide to the 9-box grid

The 9-box grid plots people on two axes — performance and potential — to guide development, succession and recognition. Used well, it starts better conversations. Used badly, it labels people.

Measure performance objectively

Base the performance axis on results: the live score of each person’s KPIs and project milestones against their targets. This keeps the conversation about outcomes rather than impressions.

Assess potential with competencies

Use weighted competencies — leadership, communication, problem solving, teamwork, knowledge, innovation — defined per role. Combine self-appraisals with manager appraisals and 360-degree feedback.

Five tips to avoid bias

1. Calibrate ratings across teams before finalising them.
2. Look at movement during the year, not a single snapshot.
3. Require notes for every appraisal.
4. Use a bell curve as a check, not a quota.
5. Share the result and agree a development plan.