Take Your Talent Management to the Next Level with the 9 Box Model

Challenge – Subjectivity or Bias

Now, the structure in general that the 9 box model follows may seem unconsciously biased and may tamper with accuracy. It might seem that the approach follows’ type casting and boxing’ employees to categories without any room for career growth or improvement. How can we fix this?

Solution:

1. Formulating accurate metrics based on organizational goals and the betterment of the employees.
2. Mentoring and training those conducting the study or reviews to ensure that everyone is informed and are on the same page.

Challenge – Overstating or Overemphasizing on Either Performance or Potential

While reviewing, it is imperative to understand that both potential and performance are equally important and both of them compliment each other. For instance, it may not be accurate to overlook an employee who is a moderate performer but has high potential, inversely as well. How can we rectify this?

Solution:

1. Look at all metrics equally.
2. Understand the importance and effectiveness of offering the space for improvement.
3. Consider one on one coaching or mentorship programs for effective training.

Challenge – Underestimating the Power of Follow-Up

Firms might indulge in methodologies only for the sake of it or without cause, which may just be part of performative actions that yield no growth. Evaluation and action – plan is not limited to just using preset standards. Can this be resolved? Yes. Here’s how you can do it:

Solution:

1. Work on reassessing low performers without nullifying their potential
2. Track progress using performance management systems
3. Transparent Communication: Initiate and offer constructive feedback. This further fosters a work culture where employees feel seen and valued.
4. Conduct succession planning meetings.

The 9 box matrix can pose a rigid system with regards to ascertaining the capabilities of historically marginalized or strategically marginalized communities and people. An article published by the Culture Amp states a study conducted in 2022, which mentioned: ‘While analyzing the talent management – 9 box model for around 30,000 employees, it was found that women received substantially lower ratings than men despite receiving higher job performance ratings’. This also requires us to address the necessity of viewing the challenges faced by underrepresented or strategically unrecognized communities that may not have access to resources and opportunities but have put in the efforts.

Here is where organizations and companies need to look into their DEI programs and best identify how this can be rectified by fostering and encouraging inclusivity and understanding cultures and where people come from. Starting with, as mentioned above: avoiding type casting and stereotyping, negating biases of any kind and being open to actually implementing the ‘what ifs’ and ‘what nexts’ to cater to holistic organizational growth.