![]() Conversely, you could have an employee who is currently performing to quite a low level but you believe has the potential to climb high. This may be perfectly acceptable and could apply to a technical role where the individual has no desire to move into management or progress. ![]() ![]() On one axis you rank their performance, and on the other you rate their potential this gives you an idea of their overall position in the company and their likely future direction.Įach of the boxes will tell you something different and offer different possible solutions, depending on the outcome you want.įor example, you may have an extremely high performer who scores very low on potential. What is the nine-box grid?Ī very famous business tool, the nine-box grid has the benefit of being applicable to almost every industry and every company in the world.Īs the name suggests, there are nine boxes in the grid system which are used to plot every employee in the company. Here’s a closer look at the nine-box grid and how it could deliver the information you need to take your business forward. This is where the nine-box grid can be of significant benefit, showing you where your employees are right now and in which direction you think they have the potential to move. Yet unless you have a clear idea of which employees could move into what positions, it’s an almost impossible task. ![]() Succession planning is a vital component of an efficient organisation and it’s something that should never be skipped over or rejected as unimportant. ![]() In business it can be very difficult to objectively measure not just the current performance of staff, but where they are heading in the future. ![]()
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