9-Box Model

What is the 9-box model?

The 9-box model often called the 9-box grid, is a method for analyzing, visualizing, and comparing employee job performance and potential. This easy-to-use performance map is a talent management tool that assists HR and managers in identifying and proactively preparing individuals for future jobs.

How do you do a 9-box assessment?

A 9-box grid can be made in three stages.

  1. Evaluate employee performance

The performance level of each employee included in the first phase is graded as low, moderate, or high. Performance can be measured in various ways, and companies typically leverage their existing infrastructure and processes to assess employee performance.

  1. Evaluate the potential of your employees

Each employee's potential is categorized as low, moderate, or high. Employees' potential is characterized by how much they are expected to grow, their eagerness to learn, and their capacity to apply their knowledge to on-the-job behaviors.

  1. Create a 3x3 grid by combining performance and potential

After all, employees have been given a low, moderate, or high score on both performance and potential. They are divided into one of nine groups based on their performance capabilities and potential.

What is the purpose of the 9-box?

The purpose of using the 9-box grid is to identify leadership potential. Training for higher-level leadership positions includes leadership development, performance coaching, mentorship, and other feedback methods, including regular 360-degree evaluations.


9 Box Grid

What is the 9 box grid?

The 9 box grid is a method for evaluating employees that splits and shows them over 9 major data points. It's a grid-based approach that assesses employees' performance and growth potential to place them in one of these nine segments.

Are 9 box grids outdated?

According to some modern marketers, 9 box grid may soon be replaced, and there are several reasons for it:

  • The 9-grid is connected to a top-down approach
  • The judgment is very personal and not fact-based
  • The 9-grid is part of a prolonged talent identification process
  • Only internal candidates are considered

As modern-day hiring is always on the go and pretty fluid, marketers feel it's essential to make the recruitment and selection processes more transparent.

How do you use a 9 box grid?

To use a 9-box grid, there are three steps to follow:

  1. Evaluate the performance of your employees.
  2. Evaluate the potential of your personnel.
  3. Create a 3x3 grid of performance and potential.

A total of 9 categories are created depending on the performance and potential of all employees.


360 Review Software

What is a 360 review software?

A 360-review software is an employee evaluation tool that helps gather rounded feedback on employees through self-evaluation from their co-workers, clients and managers. These are considered the people who know them best regarding their work capabilities and professional behavior. A 360-review software is essential to provide a detailed overview of an employee from all corners and give complete appraisal and training recommendations. 

What are the best three 360 review software?

There are many great 360-review software available. However, here are the top three to consider.

Effy: Effy is a great 360-review software that helps HR managers automate the process of review collation. Also, the survey templates are engaging and easy to use at all levels.

Bamboo HR: This is a popular all-in-one review software equipped to collect, organize and analyze all the information of employees from all corners.

Leapsome: Leapsome is another 360-review software equipped with powerful analytics to measure employee performance across key skills, whether company-wide skills, team skills or project-specific skills.

What is the best free 360 review software?

Effy stands out as one of the best 360 review software that takes out the hassles of manual review and feedback systems. With an efficient tool like Effy, management will be better positioned to set realistic goals for employees, track progress, gain insights and make informed decisions about recruitment and HR management.


360 Degree Review

What is a 360 degree review?

A 360 review is a performance evaluation process that solicits employee feedback from all directions, including supervisors, coworkers, and direct reports. A 360-degree review aims to provide an employee with practical feedback and a deeper understanding of their contributions to the company.

How do you write a 360 degree review?

The following stages will assist you in establishing a 360-degree review system inside your organization:

  1. Establish rating criteria for each employee
  2. Determine who will evaluate each employee
  3. Distribute a survey for raters to complete (anonymously or not)
  4. Send the employee the same survey for self-evaluation
  5. Establish a date and time for the 360-degree review
  6. Discuss evaluations with the employee
  7. Continue to monitor progress

What is the most important benefit of a 360 degree review?

Your employees receive a complete report detailing their strengths and improvement areas. This provides insight into their behavior and how coworkers and managers evaluate them. Increased self-awareness is regarded as the most significant advantage of 360-degree feedback.


360 Degree Feedback

What is 360 degree feedback?

360 degree feedback (or a 360 review, 360 assessment, or whatever you like to call it) is a technique via which employees receive confidential and anonymous feedback from 8 to 10 coworkers. This provides them with a clear understanding of how others perceive their working behavior.

The recipient's direct team members, managers, coworkers, and direct reports will be solicited for comments.

To provide a complete 360-degree perspective, the employee who gets feedback will also reply.

What is an example of 360 degree feedback?

Given the depth of insight 360-degree feedback provides, questions and written responses can cover various topics. Here are some types of feedback, both positive and negative, that raters can provide:

Creativity: "This person is always looking for ways to improve our present processes and develop new strategies to streamline our work."

Communication: "This coworker has trouble listening to what others have to say. They rarely provide context or facts to back up their conclusions, preferring to focus on their own opinions. "

Teamwork: "During group initiatives, this person assists in task delegation and team organization. They give their best effort as soon as possible, allowing other team members to finish their work."

As you can see, responses might be straightforward or ambiguous. Once this data has been gathered, it is critical to examine and organize it strategically.

Does 360-degree feedback work?

360 is a potent development tool when done correctly. People can anonymously send comments to a coworker through the feedback process, which they might be hesitant to do otherwise. Feedback recipients gain insight into how others see them and have the opportunity to change their behaviors and build skills that will help them achieve at their employment.