six sign posts 9 box

3 min read 04-12-2024

The 9-box matrix is a staple of talent management, offering a structured way to assess and categorize employees based on their performance and potential. However, using it effectively requires more than just plotting individuals on a grid. This article explores how the Six Signposts methodology enhances the 9-box process, providing a richer, more nuanced understanding of your workforce. We’ll delve into the six signposts, demonstrate how they refine your talent assessments, and ultimately help you make better talent management decisions.

Understanding the Traditional 9-Box Matrix

The traditional 9-box matrix plots employees based on two key dimensions:

Performance: Current job performance, often measured by KPIs and performance reviews.
Potential: Future potential for advancement and contribution to the organization.

This creates a 3x3 grid, categorizing employees into nine distinct groups, each with unique talent management implications.

The Limitations of the Traditional 9-Box

While valuable, the traditional 9-box approach has limitations:

Subjectivity: Assessments of performance and potential can be subjective, leading to inconsistencies and biases.
Lack of Nuance: The simple grid doesn't capture the complexities of individual employee journeys and growth trajectories.
Limited Actionable Insights: Simply categorizing employees doesn't automatically translate into effective talent management strategies.

Introducing the Six Signposts

The Six Signposts framework adds depth and rigor to the 9-box process, providing more concrete data to inform talent decisions. These six signposts are:

1. Performance: Objective Measures

Instead of relying solely on subjective performance reviews, incorporate objective data such as key performance indicators (KPIs), sales figures, project outcomes, and customer satisfaction scores.

2. Potential: Demonstrated Capabilities

Assess potential not just on assumptions, but on observable behaviors and demonstrated capabilities. Look for evidence of adaptability, learning agility, leadership potential, and problem-solving skills.

3. Engagement: Motivation and Commitment

Understanding employee engagement is crucial. Are they motivated, committed, and actively contributing? Low engagement can impact performance and future potential.

4. Values Alignment: Cultural Fit

Assess how well an employee's values align with the company culture. This is crucial for long-term success and retention.

5. Development Needs: Skill Gaps and Growth Areas

Identify specific skill gaps and areas for development. This allows for targeted training and mentorship programs to enhance performance and potential.

6. Risk Factors: Potential Challenges and Obstacles

Acknowledge potential risk factors, such as poor teamwork skills, lack of resilience, or a history of conflict. Addressing these early can prevent future problems.

How the Six Signposts Enhance the 9-Box

By incorporating these six signposts, the 9-box becomes a more powerful tool:

Reduced Subjectivity: Objective data from signposts 1 and 2 minimizes bias in performance and potential assessments.
Increased Nuance: Signposts 3, 4, and 5 provide a richer understanding of individual employees, capturing factors beyond simple performance and potential.
Actionable Insights: Signpost 6 helps identify potential challenges and guides proactive talent management interventions.

Utilizing the Six Signposts 9-Box for Strategic Talent Management

The Six Signposts 9-Box allows for more informed decisions regarding:

Succession Planning: Identify high-potential employees for future leadership roles.
Talent Development: Design targeted development plans to address skill gaps and enhance performance.
Retention Strategies: Implement strategies to engage and retain top performers.
Performance Improvement: Provide support and guidance to employees needing improvement.
Resource Allocation: Optimize resource allocation based on talent needs and potential.

Conclusion

The Six Signposts 9-box isn't just an upgraded matrix; it’s a more holistic and effective approach to talent management. By moving beyond simple performance and potential assessments, and incorporating factors such as engagement, values alignment, development needs, and risk factors, organizations can gain a much clearer understanding of their workforce and make data-driven decisions to optimize talent. This ultimately leads to a more engaged, high-performing, and successful organization.