9-Box Grid Template
A 9-box grid template for talent reviews that plots employees by performance and potential so you can plan development, succession, and retention.
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What you get
- A clear performance-by-potential grid with box definitions
- Recommended actions for each of the nine boxes
- A placement tracker to map your whole team
- Guidance to run a fair, calibrated talent review
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
The grid
Performance runs left to right; potential runs bottom to top. Each cell suggests a focus.
9-box layout
| Potential ↓ / Performance → | Low performance | Medium performance | High performance |
|---|---|---|---|
| High potential | Enigma — diagnose & support | Growth — stretch & develop | Star — retain & grow |
| Medium potential | Dilemma — coach or exit | Core — engage & develop | High impact — reward & stretch |
| Low potential | Underperformer — manage out | Effective — keep steady | Trusted pro — value & retain |
Action by box
| Box | Recommended action |
|---|---|
| Star | Accelerate, give visibility, plan succession, watch retention |
| Core / Effective | Keep engaged, recognise, develop steadily |
| Growth | Invest in stretch assignments and coaching |
| Dilemma / Enigma | Diagnose root cause; coach with a clear timeline |
Team placement tracker
| Employee | Performance (L/M/H) | Potential (L/M/H) | Box | Planned action |
|---|
Run a fair review
- Rate performance and potential separately, not as one blended score
- Use evidence from the full period, not recent events
- Calibrate placements across managers
- Revisit placements each cycle — people move boxes
The preview stops here; the template continues in the download.
How to use this template
- Rate performance and potential. Score each person low/medium/high on current performance and on future potential, separately.
- Plot them on the grid. Place each person in the matching box, then use the action guide to plan the right next move.
- Calibrate as a group. Review placements with other managers to challenge bias and reach a consistent, defensible picture.
Frequently asked questions
What do the two axes of a 9-box grid mean?
One axis is current performance — how someone is delivering now. The other is potential — their capacity to grow into bigger or more complex roles. Rating them separately is what makes the grid useful.
Should employees see their box?
Generally no. The grid is a management planning tool, and 'potential' ratings are subjective. Share the development actions and opportunities that come out of it, not the label itself.
How often should we run a talent review?
Once or twice a year, aligned to your review cycle. People move boxes as they grow, take on new roles, or hit setbacks, so placements should be revisited rather than treated as permanent.