---
title: "9-Box Grid"
description: "The 9-box grid plots employees on performance and potential to guide talent and succession decisions. Learn what each box means and how to use it fairly."
url: "https://sageo.ai/glossary/9-box-grid"
source: "Sageo (sageo.ai)"
---


# 9-Box Grid

The 9-box grid is a talent review tool that plots employees on two axes: current performance and future potential, each rated low, medium, or high. That creates a 3x3 grid of nine boxes. Leaders use it to decide who to develop, promote, retain, or support, and to build succession plans. It is adapted from the GE-McKinsey matrix used in business strategy.

**Also known as:** nine box grid, 9 box talent grid, 9 box matrix, talent review grid

## Key takeaways

- The 9-box grid plots people on performance (across) and potential (up).
- It creates nine boxes used to plan development, promotions, and succession.
- It is a conversation tool for calibration, not a permanent label.
- Potential is the hard axis; define it clearly before you place anyone.

## At a glance

- **Axes:** Performance (across) × potential (up)
- **Output:** Nine talent segments
- **Used for:** Development, succession, calibration
- **Origin:** Adapted from the GE-McKinsey matrix

## Why does the 9-box grid matter?

Performance ratings only look backward. The 9-box adds a forward-looking question: who can grow into bigger roles? It also forces leaders to talk about people side by side, which surfaces bias and gaps in succession.

## The boxes (performance across, potential up)

|  | Low performance | Medium performance | High performance |
| --- | --- | --- | --- |
| **High potential** | Rough diamond | Growth employee | Future leader / star |
| **Medium potential** | Inconsistent player | Core player | High performer |
| **Low potential** | Risk | Effective contributor | Trusted professional |

Labels vary by company. The positions are what matter.

## How do you use the 9-box grid fairly?

Define "potential" in writing before the session (for example: learning agility, aspiration, and capacity for broader scope). Use evidence, not gut feel. Calibrate across managers. And keep the placement private: it is a planning tool, not a label.

## Worked example

In a calibration session, a manager places an engineer in "high performance, low potential". Peers point out she led two cross-team projects last year. With that evidence, the group moves her to "high potential" and puts her on the tech lead succession list.

## Frequently asked questions

### Should employees see their 9-box placement?

Most companies keep it internal and share the development actions instead.

### How is potential measured?

There is no single test. Define criteria upfront and rate against them with examples.

### What do the nine boxes mean?

Each box combines a performance level and a potential level, from “underperformer” (low/low) to “star” (high/high), guiding different development and retention actions.

### How do you use a 9-box grid fairly?

Define performance and potential in advance, calibrate placements across managers with evidence, and treat the grid as a development plan, not a verdict.

### What is the difference between performance and potential?

Performance is results in the current role; potential is the likelihood of succeeding in a bigger or different role. They do not always move together.

### Where did the 9-box grid come from?

It is adapted from the GE-McKinsey matrix used in business-portfolio strategy, repurposed for talent review.

## Sources

- Adapted from the GE-McKinsey nine-box matrix