They Key to Using the 9-Box Grid? Measure Values, Not Potential

The 9-box grid comes under a lot of fire as an HR tool. There are plenty of reasons why, and as we’ve discussed in the past, it can be used for evil as well as for good! At Appraisd, we’ve taken this tried and tested methodology to pieces and put it back together in a way that is configurable, flexible and tailored to each of our customers’ needs.  

One of the most successful elements of our 9-box is the ability to use it to measure values and behaviours, rather than just performance and potential. In this article we’ll show you how and why this works for so many of our users.  

What is the 9-box grid?

So, if you’ve not come across it before, what is the 9-box? The classic 9-box grid is used to map the performance and potential of employees. It’s a 3 x 3 set of boxes with performance on one axis and potential on the other. Each employee is rated on those things, and they’re all plotted onto the grid and this guides where you allocate resources, time and talent.  

So, what’s the problem with it?

We discuss more around the pushback around the methodology in our Guide to Overcoming Criticisms of the 9-box grid, but in summary, the tool comes in for criticism due to concerns about its subjectivity and accuracy – things we knew we needed to address in our platform.  

One of the most successful ways we use it, is to swap our performance and potential, for performance and behaviours.  

This not only lands better internally due to the language, it also brings focus to the ‘how’ work gets done as well as ‘what’ work gets done. Importantly, it enables managers to measure values or behaviours in a quantifiable way, therefore minimising subjectivity and bias.

How to take a values-based approach to the 9-box

• Replace the ‘potential’ axis with ‘values’ or ‘behaviours’ depending on what works for your organisation.
• Don’t allow managers to simply add team members to the grid – this is where bias creeps in.  
• Instead, set a number of questions that managers answer which are scored based on their responses. We recommend a minimum of six related to performance, plus one question per value/ behaviour (and we have a free standard set of these questions).
• For the behaviour-led questions, managers rate each value independently (see an example below) and the system automatically maps employees onto the grid based on the combined performance and behaviour scores, saving time and reducing subjectivity.  

This plots the individual on a grid like this:

How Appraisd supports the talent development process

Appraisd’s configurable, flexible and tailored talent management tools bring a new perspective to the 9-box:

• Your rating scale, your values. Tailor questions and the scoring mechanism so they work for your organisation.  
• Change the number of boxes. Our 9-box doesn’t need to be 9. We have customers that have anything up to 24 boxes to allow them to create the right amount of differentiation.  
• Quantify your values or behaviours. Include questions that prompt managers to think about how work gets done to gain a more rounded view of people that’s aligned to the organisation’s culture.
• No smoke and mirrors: this is a tool that can be safely and productively discussed openly with the employee

"“The 9-box grid isn’t evil…It’s a fab little framework — when used with empathy, curiosity, and a focus on behaviours, not bias. Treat it like a mirror, not a weapon, and it’ll help you build a team that’s not just performing, but bloody thriving." <div class="author">Michelle Hartley, Founder and MD at People Sorted</div>

Alternative 9-box – Free template download

To see an alternative 9-box grid using performance and behaviours as the guiding principles, download our free one-page guide that includes:

• How the 9-box works when you replace the traditional performance vs potential metrics.
• How talking about behaviours instead of potential can support culture change.
• When to use a results and behaviour-led model instead.

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Still want a classic 9-box?

If you still need the classic tried-and-tested 9 box grid for performance and potential, there’s a place for that too. Take a look at our resources for using the 9-box effectively:

Overcoming criticisms of the 9-box grid

How to use the 9-box grid for talent planning

Why not do both?

Appraisd can easily accommodate both grids within the same review process. Talk to us to see how Appraisd’s unique strengths could benefit your organisation giving you valuable insights whilst also putting employee and managers minds at rest.

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