he talent landscape in the plastics distribution and manufacturing industry is changing rapidly. As seasoned professionals retire and the competition for skilled individuals from other industries intensifies, it is more important than ever for organizations to implement a proactive talent management strategy. Companies need a realistic and scalable method to assess their talent and prepare future leaders. The 9-box grid is a simple and effective solution.

Figure 1 illustrates the measurement of performance and potential plotted on a graph. Individuals in the upper right third are recognized as high-potential candidates for succession. Those in the middle third should be developed for future roles, while individuals in the lower left third may need to be reassigned or considered for opportunities outside the organization (SHRM, 2023).

There are three steps to develop a 9-box grid.

Step 1: Assess Performance

• Begin with assessing employees using clear, measurable criteria that align with each role’s objectives and expectations as outlined in their job description.
• Collect performance data from various sources, including your ERP system, customer relationship management (CRM) tools, yearly performance reviews, self-assessments and feedback from peers and managers.
• Establish consistent evaluation standards and train managers to minimize bias (Nakase).

Step 2: Assess Potential

• Identify the key traits that suggest potential for success within your organization. These traits should include competencies such as business acumen, team building, emotional intelligence, strategic thinking and problem-solving skills. Consider using assessments to evaluate these traits and compare the results to current leaders within your organization.
• Use 360 surveys to gather feedback on the employee’s potential from their managers and peers.
• Conduct structured interviews with employees to assess their ambition, drive, willingness to take on challenging tasks and desire to advance their careers.
• Evaluating potential is not an exact science. It requires judgment and subjective evaluation. Recognizing potential biases is crucial to maintain objectivity and fairness throughout the assessment process (Nakase).

Step 3: Plot Results on the 3 x 3 Grid

• There are several advanced tools available to help accomplish this task. Start by researching your Human Resources Information System (HRIS) to find out if there is an add-on feature available. For smaller organizations with limited resources, this task can also be managed using a basic Excel spreadsheet, a Google form and a little creativity.
• Analyze the distribution of employees on the grid to identify patterns, such as concentrations of top talent or large clusters of low performers.
• Based on the analysis, take specific action for each employee or group. Implement development plans, offer coaching and investigate future opportunities for key individuals (Nakase).

In Figure 1, each box in the 9-box grid is clearly labeled. Although these may vary from one company to another, those provided here are generally accepted. It is crucial to maintain consistency with these labels within your organization, as using common terminology supports effective leadership development.

Employees in this category are classified as low to moderate in performance and potential. They require close guidance and development plans to remain with the organization.

RISK: (Low Performance/Low Potential)
The employees in this box are performing below job expectations and do not show the qualities that suggest potential for future growth. This box is sometimes referred to as “Bad Hire” which seems overly harsh. These individuals are simply not well-suited for their current roles and may require reassignment or even termination (Gupta, 2022).

INCONSISTENT PLAYER: (Low Performance/Moderate Potential)
This group includes employees with growth potential who are currently underperforming. These individuals may improve their performance if they receive appropriate support or training (Gupta, 2022).

AVERAGE PERFORMER: (Moderate Performance/Low Potential)
Employees in this category fulfill some or most of their role responsibilities but require guidance to reach their full potential. While these team members are suitable for their current positions, they may not be the best candidates for promotions or additional responsibilities (Gupta, 2022).

These team members are essential staff and potential leaders. They require development and mentorship to enhance their skills and leverage their strengths. Extensive leadership development and coaching are necessary to advance their careers.

POTENTIAL GEM: (Low Performance/High Potential)
Employees in this box are not currently meeting expectations, though they show strong potential. These team members could improve their performance if given a development plan or paired with a mentor with similar experience (Gupta, 2022).

CORE PLAYERS: (Moderate Performance/Moderate Potential)
This label identifies employees who perform adequately and have growth potential, positioning them in the middle of performance scales. They are candidates for future leadership roles and will require training or mentoring to unlock their potential (Gupta, 2022).

SOLID PERFORMER: (High Performance/Low Potential)
These employees perform well but show limited potential for future growth within the organization. They may be content to remain in their current roles for the long term (Gupta, 2022).

These employees are top performers and valuable assets to the company. They have high growth potential and are ready for leadership development initiatives. These individuals represent the best source for candidates in succession planning, as they will be prepared in the shortest amount of time.

HIGH POTENTIAL: (Moderate Performance/High Potential)
This group includes employees who perform moderately but show excellent growth potential. These individuals may benefit from support in leadership development programs or special projects that can help them reach the next level. Consider offering mentorship and coaching with established leaders to enhance their performance (Gupta, 2022).

HIGH PERFORMER: (High Performance/Moderate Potential)
These employees consistently exceed expectations but exhibit limited potential for leadership roles or additional responsibilities. These team members may be better suited for middle management positions or lateral moves, rather than senior management roles (Gupta, 2022).

STAR: (High Performance/High Potential)
This label represents employees in the top-right box of the 9-box grid. They are individuals who excel and demonstrate significant growth potential. These team members are eligible for promotion and are prepared to advance to the leadership team or take the next step in their careers in the short term (Gupta, 2022).

The 9-box grid is a valuable strategic tool that helps organizations optimize resource allocation and enhance performance management. By providing a clear, data-driven overview of the talent pipeline, leaders can identify high-potential employees who deserve investment and retention. This facilitates the succession planning process, providing a strong bench for key individuals and leadership positions. Additionally, training or performance development plans can be created for those who may not meet the highest levels of performance and potential, helping to reduce turnover within the organization (White, 2022).

The 9-box grid is not without its weaknesses. Many tools used to measure employee performance and potential can be subjective and prone to bias. Poorly conducted performance reviews, whether they are overly positive or lack sufficient detail, can lead to an inaccurate assessment of an individual’s performance. Additionally, the Halo Effect, a cognitive bias where a positive impression in one area influences the perception and evaluation of unrelated aspects, can result in misclassification on the grid. This can potentially leave an employee stuck under a category for years, lowering their morale and reducing their potential for growth. Regular updates to the grid are essential for reflecting changes in performance or potential over time (White, 2022).

The 9-box grid is an invaluable tool for plastics distributors and manufacturers, enabling you to assess, develop and retain your most important asset: your employees. By incorporating this framework into your succession planning and talent management strategy, you will create a robust leadership pipeline while fostering a dynamic culture that prioritizes growth, transparency and long-term success.

1. Gupta, D. (2022, February 15). What Is the 9-Box Grid? Benefits, Limitations. Retrieved May 5, 2025, from https://whatfix.com/blog/9-box-grid
2. Nakase, B. (n.d.). 9 Box Talent Review: Learn How to Create A 9 Box Grid. Nakase Wade. May 5, 2025, https://california-business-lawyer-corporate-lawyer.com/9-box-grid-what-is-it-and-how-to-create
3. SHRM (2023, September 6). Succession Planning: What is a 9-box grid? Retrieved May 5, 2025, from https://www.shrm.org/topics-tools/tools/hr-answers/succession-planning-9-box-grid
4. White, S. K. (2022). What is the 9-box talent review? A matrix for identifying top performers. Cio, https://login.proxy143.nclive.org/login?url=https://www.proquest.com/trade-journals/what-is-9-box-talent-review-matrix-identifying/docview/2678812418/se-2