Looking for Talent Professionals to share your experiences about 9box management. Do you have an ideal distribution? 

188 views1 Upvote3 Comments

VP Talent, Learning & Organisational Development in Manufacturing, 10,001+ employees
Can you clarify what you mean with distribution? How many people per box or what is an healthy distribution over the boxes ? Happy to help if you can provide more details behind your question. 
Interim Human Resources Director UK USA & Asia in Finance (non-banking), 1,001 - 5,000 employees
I don’t quite follow your question, there should not be a forced distribution on 9 box TR.
HR Manager in Banking, 10,001+ employees
We don't use 9 Box in my current organisation. When I used it elsewhere, it was quite typical to find 50% of names in Boxes 1, 2 and 3 - when our objective was to have at most 20% in those same boxes. After a half-day's discussion (by team, typically), where the leader expected evidence for box placement, we could re-assign names and arrive at that. We didn't have a strict expectation for percentages within each of Boxes 1, 2 and 3 - although it was more likely to have the fewest in Box 1. 

I would say that the box for high potential, low performance should probably be omitted - it just doesn't make sense in practical terms. 

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