Join the Wily Manager guys this week, as they continue their discussion on succession planning by investigating the 9 box grid in use at many organizations.
Monday’s Tip: Assess all your employees’ performance. Most organizations have some form of performance appraisal that can be used in the 9 box process. At the very least, you will need to rate your people as low, medium, or high performers.
Tuesday’s Tip: Assess all your employees potential. First you will need to define what potential means in your organization, then you will need to assess each of your people as low, medium, or high in potential.
Wednesday’s Tip: Put each of your people’s name on the 9 box grid. Draw 9 boxes on a page. Along the horizontal axis, label each of the three boxes low, medium, and high. Next label each of the 3 boxes on the vertical axis as low, medium and high. Put people’s names in the appropriate boxes based on your assessment of performance and potential.
Thursday’s Tip: Calibrate your ratings with your peers and your boss. Once you have a grid full of names, you will want to review it with your peers and your boss as appropriate to get feedback on your ratings.
Friday’s Tip: Build action plans for development, as well as promotion and transfers using the 9 box grid. Build plans to move along lower performers that have potential. Make plans to remove lower performers without potential. Also leverage those people that are higher performers with higher potential.