What is a 9-box grid?

How to use this template

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A Nine Box Matrix is used to evaluate employee performance, taking into account
productivity levels and potential to develop within the company. This tool is used to
Assess employee’s performance and potential using the following criteria:
visualize gaps between current performance and expected growth, helping talent
"below expectations", "meets expectations", or "exceeds expectations”.
managers to recognize employee accomplishments and areas of improvement.

As the name indicates, it is a grig with 9 quadrants. Employees receive a score and

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a corresponding quadrant based on: In the “Employee Data” tab, fill in the chart with employee information and the
→ Growth potential: based on their progress and competencies learned for their corresponding evaluation from the previous step.
position (vertical axis)
→ Performance levels: based on their completion of objectives and targets
(horizontal axis)

Once filled in, you can easily evaluate and stay on top of your team’s performance.
These quantifiable results will help you to make sure that everyone is working
towards their career path goals!
In the "9-Box" tab, the results from your evaluation will be automatically
3 calculated and visible.
Important: The results can be seen automatically. No need to make any
changes in this tab.
# Name
Employee
Position
Performance
Department
Evaluations
1 Mary Ann HR Analyst Human Resources
2 Paul Account Executive Sales
3 Matthew SDR Sales
4 Julianne Marketing Coordinator Marketing
5 Vincent CRM Specialist Marketing
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ance Evaluations
Potential Performance
Exceeds Expectations Meets Expectations
Exceeds Expectations Exceeds Expectations
Below Expectations Meets Expectations
Meets Expectations Exceeds Expectations
Below Expectations Exceeds Expectations
 A1 Enigma A2 High Potential A3 Excellent

Exceeds Expectations
Mary Ann
Paul

M1 Questionable M2 Reliable M3 High Performance

Meets Expectations

Julianne
Potential

B1 Unacceptable B2 Accceptable B3 Dedicated

Below Expectations

Matthew Vincent

Below Expectations Meets Expectations Exceeds Expectations

Performance
Quadrant Professional Profile Specifics

B1 Unacceptable Low potential and underperformance.

Potential is below expectations, but performance meets

B2 Acceptable
expectations.

B3 Determined Low potential and better-than-expected performance.

M1 Questionable Average potential and underperformance.

Potential and performance meet expectations.

M2 Reliable

M3 High Performer Average potential and better-than-expected performance.

A1 Enigma High potential and underperformance.

A2 High Potential High potential and average performance.

A3 Excellent High potential and high performance.

 Action Plan
Identify causal factors that could lead to low performance. Seek to remove obstacles or find another role in
which the employee would be more successful. If there are no improvements, the employee may need to be
asked to leave the company.

Give clear feedback, encourage innovation, identify specific problem areas, and create a development plan to
help them improve performance.

Despite their high performance, work ethic, and dedication, these professionals are lacking potential and
ambition for growth. Keep these employees happy in their current role and reward them with raises and
bonuses.
Identify problems resulting in low performance - personal reasons, the organizational culture, poor onboarding,
etc. Clearly communicate their professional expectations and support them through mentoring, recognition, and
development opportunities

Invest in these professionals. Propose that they take on different and new projects, and ensure that they have
access to training and development opportunities.

Determine whether they are ready to take on more responsibilities or if they need more time to develop.
Encourage them to focus on tactical and strategic thinking skills, and emphasize that these skills factor into their
growth in the organization.
Although they have a lot of potential, these professionals are not achieving their expectations, either because
they lack experience or because their current role is not a good fit. Give these professionals time to gain
experience and ongoing feedback to build trust.

Open up opportunities for them to improve performance through trainings, challenging projects, etc. Keep track
of their progress with clear KPIs.

This professional has developed within his/her/their role. They are ready for a promotion and new
responsibilities. Also, they are a great example for other employees in the company, due to their problem-
solving abilities, strategic thinking skills, and level of motivation.