Talent Management Strategies: What happens with the 9 boxes

Talent Mapping exercises, especially those performed manually, can feel akin to running a marathon. The process is arduous, marked by the enormity of the data collection and the talent calibration task. And, just when the finish line comes into view, interest from managers often wanes. Too frequently, calibration sessions conclude with congratulatory back-slapping and requests to merely circulate the updated document indicating the agreed placement of employee names on the 9-box grid. Yet, this is not the finish line – not by a long shot. The real victory isn't merely in segregating your workforce into nine distinct categories; it's in advancing from calibrating talent ratings to actively implementing targeted development and retention strategies. This critical stage of the process demands HR to dig deep and metaphorically hand out energy gels and nipple tape. A strong marathon finish requires the implementation of development strategies for all staff members. This turns talent mapping from an academic exercise into the engine driving your reputation for being a talent factory. 

Customised Development Strategies: 9 Box Talent Segments

The 9 box grid serves as a navigational tool for HR and managers, guiding the development and support strategies for each team member. Depending on an individual's placement within the grid, there are various talent management strategies that can be effectively employed. 

Crucially these strategies are complemented by open conversations, constructive feedback and provide clear development pathway options that resonate with the individual's assessed Performance and Potential. At the end of the day, individual development plans should be - not to get too meta - individualised. 

Let's explore the developmental strategies tailored to each category shown below; these shed light on the growth opportunities for every combination of Performance and Potential. Starting from the bottom left box and working along each row towards the right, we have:

Talent Management Strategies , Talent Management strategies for each of the 9 boxes of the Talent Map

Under Performer (Low Performance: Low Potential) These team members present a high risk to both organisational performance and team morale. They may also inadvertently block the advancement opportunity of more promising talent.

Action plan:

• Implement a Performance Improvement Plan (PIP) with clear performance expectations and measurement criteria.

• If there is no sustained improvement, begin the process for a respectful and legally compliant exit.

Dilemma (Low Performance: Moderate Potential) These employees show ability and ambition but are inconsistent in fulfilling their role's requirements.

Action plan:

• Discuss the role requirements and consider providing re-training / a buddy.

• Implement a Performance Improvement Plan (PIP) with clear performance expectations and measurement criteria.

• If there is no sustained improvement or suitable reassignment, begin the process for a respectful and legally compliant exit.

Enigma (Low Performance: High Potential) Individuals in this category display high leadership potential through evident social aptitude and ambition but fall short in meeting current role expectations.

Action plan:

• Offer development opportunities to assist this individual in achieving the set role requirements.

• Implement a Performance Improvement Plan (PIP) with clear performance expectations and measurement criteria.

• Explore and discuss alternative roles that leverage their strengths. If no improvement is noted within 6 months, proceed with exit strategies.

Effective Specialist (Moderate Performance: Low Potential) These team members excel in their current roles but exhibit limited desire or aptitude for advancement into roles with more responsibility or leadership requirements. 

Action plan:

• Recognise and appreciate their contributions.

• Engage in candid conversations regarding career aspirations.

• If advancement is desired, develop a Potential Improvement Plan (PoIP) focused on enhancing the observable behaviours of Potential: Ability, Social Aptitude, and Drive.

Core Employee (Moderate Performance: Moderate Potential) These dependable and committed team members are the organisation's backbone, consistently delivering quality work and meeting expectations. 

Action plan:

• Recognise and appreciate their contributions.

• Explore their desire for increased responsibility and personal development. 

• Facilitate mentorships or partnerships on stretch assignments, particularly with High Impact Performers. 

Growth Employee (Moderate Performance: High Potential) Meeting role expectations with the capacity for further growth, these individuals are ripe for additional responsibilities and advancement.

Action plan:

• Provide opportunities for accelerated growth that will professionally stretch and develop their skill sets.

• Assign them to challenging projects to broaden their skill set.

• Promote involvement in professional development programs.

Trusted Professional (High Performance: Low Potential) Exceptional performers in their current roles, these team members are highly regarded for their expertise, though they may not seek higher roles or leadership responsibilities.

Action plan:

• Enrich their roles by delegating critical tasks and increasing responsibilities.

• Solicit their input on strategic initiatives, upholding these individuals for their Subject Matter Expertise.

• Involve them in mentorship and advisory capacities.

High Impact Performer (High Performance: Moderate Potential) These individuals are often already in leadership roles. They consistently deliver exceptional results and contribute significantly to the organisation.

Action plan:

• Support their career goals through coaching and mentorship.

• Offer continuous learning and development via job rotations and short-term assignments to broaden their business acumen.

• Encourage them to become mentors, sharing their expertise with others (e.g. Core Employees).

Future Leader (High Performance: High Potential) Outstanding team members who are prepared for new challenges. They outperform expectations and are primed for leadership. These individuals often represent around 3-5% of your workforce and are known as your ‘HiPo’ team members. 

Action plan:

• Facilitate exposure to executive leadership, external networking, and mentorship opportunities.

• Place them in consideration for prominent roles within the organisation.

• Offer leadership opportunities for significant business projects and inclusion in top talent programs.

• Provide competitive rewards and conduct stay interviews to discern and address their motivations and retention factors. 

Talent Mapping: It’s a Marathon, Not A Sprint

The 9 box grid serves as more than just a way to categorise staff; it's a strategic platform for enhancing and developing the workforce. Through bespoke development plans, organisations can address not only current performance gaps but also cultivate an environment of personal growth, competency development, and leadership training. This tailored approach ensures all employees receive the necessary support and opportunities to excel, including HR and Managers who have run every mile of the process.

Up Next: Regularly Reviewing and Refreshing Talent Maps

A common critique of talent mapping is the risk of employees feeling pigeonholed by a box label. Often, due to the intensive nature of manual mapping processes, organisations might delay revisiting these assessments for one to two years. This delay can inadvertently solidify perceptions about an employee's capabilities, affecting decisions on development investments and opportunities for critical roles. This highlights the importance of regularly reviewing and refreshing talent maps.