A Nine-Box matrix is typically used in succession planning. On one axis is the potential of an employee to move up in the organization. On the other is the employees performance ratings.  This allows you to compare, contrast, and desk check that you are considering as many individuals as possible for succession plans.

 

But, why should we stop there?  Aquire is implementing some great creative usage in the 9 box to help solve many business and talent-driven decisions.  I bet you would love to see performance rating on one axis and the scale of salary or raise % within a 9 box.  It allows people to fall directly into the 9 box and you can see the outliers during your bonus planning.  It is very powerful.

 

Another use of the traditional potential by performance 9 box view is during bonus assignments and raise awards. This has increased management’s satisfaction with the compensation process.  The managers feel better about the fairness and the distribution of funds, when they can visualize the value distribution of their key players.

 

A workforce analyst is diagnosing risk for retirement pain points by reviewing age by tenure on the matrix.  When you need to see comparative details to a group of people, the visualization of the distribution is very powerful and makes the data very easy to understand.

The 9-box is powerful and its power is magnified when you can compare, side by side, the individuals in any area of the 9 box or select individuals.  Multiply the power again when you can transfer the visualization of the 9 box content in a color coded map in the org chart.  NOW, you have the power to see the applicable information in the context of the hierarchy structure of the organization and the information has real meaning.

 

Your planning is stronger.  Your decision making is more confident.  Your processes have a reduction in risk, when you can really see the information you need in an impactful view.  So to really deliver value to your management, I ask…What’s in your 9-box?