Talent Management and nine box grids

Talent Management and nine box grids

In recent months, despite the Credit Crunch impacting budgets there appears to be an increasing interest in talent management. Now is this because there is a real interest in managing talent, or is it an attempt to show that firms are interested in people but cannot or will not invest? It must be the cynic in me.

Many firms are looking at using nine box grids on which to map individuals. These are usually 3×3 grids with potential plotted against performance. For example:

 Or

 


Matrix or grids like this are often used, and managers and HR teams asked to identify names of individuals into each of the nine boxes. As a short term tool this has its place, however the danger is when names are not reviewed. It is not unusual for an individual to be under performing due to outside influences – sick children etc, and performance does change over time. To ignore these dynamics is putting an organizations whole talent management strategy at risk.
 
Once people have been identified it is not unusual to focus all development activity on high performers – attempting top get more out. Ironically there is evidence to suggest that if effort is put into the low and middle performers – they raise their game. High performers are already performing well and any investment is not likely to increase performance, so the ROI on these people in the short to medium term is often poor. Sure it is important not to ignore these people, but they are often self motivated and need opportunities to SELF develop – not structured events.

Copies of these models in PowerPoint format are available from our products page.. See related posts or search for other articles on talent management & the nine box models.

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