Thank you Joshna, this is valuable input. Do you have a view on the use of the 9 box grid using potential and performance as a method to identify top talent?
I love the 9 box grid however, there are limitation. Distinguishing between performance and potential can be difficult, especially without a clear definition or understanding of both concepts.The 9-box grid confines your employees to a specific label, affecting how management sees them. For instance, describing an employee as a low performer with low potential on the grid might change how management treats and sees that employee from that point on. I would love to have a discuss this as I am passionate on this topic.If you decide to be transparent and honest with your employees and share performance information, it may lead to discouragement and lower employee morale. Low-ranking employees may react negatively to being labeled a “low performer” or “low potential” – and for good reason. Sharing this information with employees can also create a hierarchy among succession candidates, disrupting teamwork and relationships in the organization.