Performance and Potential Matrix

The Performance and Potential Matrix, also known as the 9-box grid, is a tool used in talent management to assess employees based on their current performance and future potential. This matrix helps organizations identify high-potential employees, develop talent strategies, and make informed decisions about promotions, training, and development.

At a very high level, the Performance and Potential Matrix is used in the context of business, human resources, management.

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What is the Performance and Potential Matrix?

A visual explanation is shown in the image above. The Performance and Potential Matrix can be described as a matrix with the following quadrants:

  1. High Performance, Low Potential: Employees who deliver strong results but may not have the potential for future growth (e.g., a reliable specialist).
  2. High Performance, High Potential: Employees who excel in their current roles and have the potential for future leadership (e.g., a rising star).
  3. Low Performance, Low Potential: Employees who are underperforming and lack potential for growth (e.g., a struggling new hire).
  4. Low Performance, High Potential: Employees who are currently underperforming but have the potential to improve (e.g., a promising but inexperienced team member).

What is the purpose of the Performance and Potential Matrix?

The Performance and Potential Matrix is a strategic tool used primarily in human resources and talent management to evaluate employees. The matrix is divided into four quadrants, each representing a different combination of performance and potential. This allows organizations to categorize employees into groups such as high performers with high potential, high performers with low potential, low performers with high potential, and low performers with low potential.

For example, an employee in the top-right quadrant (high performance, high potential) is considered a star performer and is likely a candidate for leadership roles and advanced development opportunities. Conversely, an employee in the bottom-left quadrant (low performance, low potential) may require performance improvement plans or may not be a fit for the organization in the long term.

By using this matrix, companies can create targeted development plans, succession plans, and make more informed decisions about promotions and resource allocation. It also helps in identifying training needs and recognizing employees who may need additional support or motivation.

Use cases for the Performance and Potential Matrix include annual performance reviews, talent review meetings, succession planning, and identifying candidates for leadership development programs. This matrix provides a visual representation that simplifies the complex process of talent assessment and helps in aligning human resource strategies with organizational goals.


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What templates are related to Performance and Potential Matrix?

The following templates can also be categorized as business, human resources, management and are therefore related to Performance and Potential Matrix: Product-Market Matrix, 4 Ps Marketing Mix Matrix, AI Capability-Value Proposition Alignment Matrix, AI Innovation-Value Alignment Matrix, AI Maturity Matrix, AI-Value Proposition Alignment Matrix, AI-Value Proposition Matrix, AIDA Marketing Matrix. You can browse them using the menu above.

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