9 Box Grid Explained (Free Template Included)

In the 1970s, McKinsey & Company created a tool to help leaders spot top talent and plan for growth. Called the 9-box grid, it began in business strategy and later became a favorite method for people development.

Every team has strong performers, quiet contributors, and people who feel stuck. But how do you tell who might lead one day, who needs support, or who simply fits where they are? The 9-box grid helps with that.

This article shows how the tool works and how to use it to get the best from your team. Simple, clear, and visual—it makes tough decisions a little easier.

What is the 9 Box Grid Method?

The 9-box grid came to life in the 1970s when McKinsey created it for General Electric. At first, it helped leaders decide where to invest across business units. Over time, the same idea began shaping how companies look at people and their growth.

Today, the 9-box grid gives a clear view of how someone performs now and how much potential they show for future roles. It’s also a great tool for detecting performance gaps.

Picture a square divided into nine smaller boxes. The left-to-right line shows the current performance. The bottom-to-top line shows the potential to grow. This simple tool helps map out a full team. It points to who needs support, who stays steady, and who might lead next.

How to Create a 9 Box Grid?

The 9-box grid looks like a square divided into nine smaller boxes—three rows and three columns. Each person goes into one of those boxes based on two things: how well they perform now and how much potential they show for the future.

To build your own:

Step 1: Draw the grid

• Use a blank table with three rows and three columns.

Step 2: Label the axes

• Going left to right (x-axis), mark performance: low, moderate, high.
• Going bottom to top (y-axis), mark potential: low, moderate, high.

Step 3: Place each person in the right box

• Think about recent reviews, feedback, results, and possible growth. Trust both data and instinct.

Now, here’s how each box might look:

• Top right: High performer, high potential – leads by example, grows fast, ready for bigger roles. Some call this person a star employee.
• Middlebox: Moderate performer, moderate potential – steady, reliable, open to learning. Often called a core player.
• Bottom left: Low performer, low potential – struggles with tasks, lacks drive or fit. Some call this the wrong hire.

Many teams like to add their labels or tweak the meanings. This makes the grid feel more natural and more useful.

Pro tip: Want to make it even easier to read? Use colors or icons. Green for stars, yellow for steady workers, red for concern areas. Keep it visual, simple, and honest.

9 Box Grid Template

Here’s a free 9 box grid template you can customize or use as it is:

https://www.canva.com/design/DAGkktChEVA/DBUn7hw2wa-tfpB2lln82w/view?utm_content=DAGkktChEVA&utm_campaign=share_your_design&utm_medium=link2&utm_source=shareyourdesignpanel

Pros and Cons of a 9 Box Grid

The 9-Box Grid is a popular tool in performance management, but like any framework, it comes with both strengths and flaws. In a Deloitte study, nearly 90% of companies using structured talent assessment tools like the 9-box grid reported improved clarity in succession planning—but many also warned of risks tied to bias and oversimplification.

Here’s a breakdown of the main pros and cons of the 9 box grid method:

Pros:

• Easy to use: The layout is simple. No need for fancy tools or long explanations. Managers can use it right away to spot trends and sort people based on performance and potential.
• Fast to set up: The grid saves time. With just a few key points, teams can place people in the right spot and get a full view of talent across the board.
• Helps with planning: The grid makes future planning smoother. Leaders can see who might take on more, who needs support, and where to focus training.
• Sparks honest talks: Filling out the grid leads to open chats between managers. It pushes leaders to compare notes, set goals, and think clearly about each person’s path.
• Works in many settings: This tool fits well in small teams, startups, big companies, and even nonprofits. It can be used across departments and roles, from new hires to senior staff.

Cons:

• Hard to measure potential: Performance is easy to track — numbers help. But potential? That’s tough. Without clear signs, people might land in the wrong spot.
• Personal bias can sneak in: Without checks in place, gut feelings or history may guide choices. That can hurt fairness and lead to poor decisions.
• Labels stick too long: Once someone is marked a “low performer,” it’s hard to shake. Even if they improve, others might still see them the old way.
• Can lower morale: If someone gets placed in a bottom box, it can hit their confidence. That label might feel final, even when things can change.
• Not a full picture: This tool gives a quick snapshot. It doesn’t dig deep. Use it as a starting point, not a full review of someone’s value or growth path.

How to Use a 9 Box Grid for Talent Management?

The 9-box grid helps you manage your team by showing how well each person is doing now and how much potential they have for growth. It’s like a snapshot of your workforce that helps you make better decisions about training, promotions, and more.

Step 1: Look at Performance

Start by reviewing how well each employee is doing.

Use performance reviews, KPIs for training and development, job duties, certifications, and feedback from managers or clients. Include both numbers (like sales or deadlines met) and softer things like teamwork or creativity.

Then, sort performance into three levels:

• Low: Struggles with daily tasks and rarely meets expectations.
• Moderate: Does the job well enough and meets goals most of the time.
• High: Often goes above and beyond and handles complex tasks with ease.

Step 2: Look at the Potential

Next, check how much room each employee has to grow. The potential is about the future—not what someone is doing now but what they could do later.

To figure that out, ask questions like:

• Do they adapt easily to changes or new tools?
• Are they eager to learn and grow?
• Can they lead or mentor others?
• Do they take initiative without being told?
• How well do they handle problems or setbacks?

Then, sort potential into three levels, too:

• Low: Not expected to grow much more, maybe because of low motivation or skill limits.
• Moderate: Can improve within their current role, but it’s unlikely to rise much further.
• High: Shows strong signs of leadership, growth, and drive for the future.

Step 3: Fill Out the 9-Box Grid

Now that you’ve scored both performance and potential, it’s time to fill out the 9-box grid. Picture a 3x3 square:

• Top row = high potential
• Middle row = moderate potential
• Bottom row = low potential
• Left column = low performance
• Middle column = moderate performance
• Right column = high performance

Each employee fits into one of the nine boxes based on their combination of performance and potential.

Step 4: Understand Each Box and Take Action

Here’s how to handle employees in each part of the grid:

1. Low Performance/Low Potential

(Bottom-left corner: “Bad Hires”)

These employees may be in the wrong job. They struggle to perform and aren’t expected to improve much.

What to do:

• Have a one-on-one talk to see what’s going wrong.
• Try offering a different role that suits them better.
• If nothing helps, it might be time to let them go and use our offboarding checklist.
• Review your hiring process to avoid similar issues.

2. Low Potential/Moderate Performance

(Bottom-middle: “Grinders”)

3. Moderate Potential/Low Performance

(Middle-left: “Dilemmas”)

These employees do just enough to stay employed but don’t show much growth or spark.

What to do:

• Find out what’s holding them back — it might be unclear expectations or poor onboarding.
• Offer targeted training or mentorship.
• Watch how they improve over time and reevaluate.

4. Low Potential/High Performance

(Bottom-right: “Workhorses”)

They do their jobs well but aren’t interested in moving up. And that’s okay.

What to do:

• Appreciate their steady work and reward them fairly.
• Don’t push for promotions, but let them mentor others or join special projects.
• If company changes affect their role, help them transition to a similar job.

5. High Potential/Low Performance

(Top-left: “Dysfunctional Geniuses”)

You’re looking at smart, enthusiastic people who aren’t quite delivering — often because they’re new or inexperienced.

What to do:

• Make expectations clear and give helpful feedback.
• Offer mentoring and training.
• Check in regularly and celebrate progress.

6. Moderate Potential/Moderate Performance

(Middle-center: “Core Players”)

Dependable people who do their job well and aren’t too eager about changes or upgrades.

7. High Potential/Moderate Performance

(Top-center: “High Potentials”)

They’re doing fine now, but they’re capable of much more.

What to do:

• Meet with them regularly to talk about goals and give feedback.
• Offer learning opportunities and short-term rotations to build experience.
• Help them grow steadily by motivating them properly.

8. Moderate Potential/High Performance

(Middle-right: “High Performers”)

You’re looking at your reliable stars. They excel and might want more responsibility in the future.

What to do:

• Ask about their career goals.
• Offer new challenges and leadership tasks.
• Prepare them for future promotions.

9. High Potential/High Performance

(Top-right: “Stars”)

Top employees that lead, deliver results, and still have room to grow.

What to do:

• Keep them challenged and motivated.
• Give them special projects or leadership opportunities.
• Teach them about cognitive load management to prevent burnout.
• If a promotion isn’t available, offer a lateral move to keep things exciting.
• Raise their profile in the company and involve them in mentoring others.

Step 5: Don’t Just Rely on This Method

The 9-box grid isn’t just a chart — it’s a tool to help you create learner personas and grow your people. When used well, it can guide training, boost performance, and build a strong leadership pipeline.

With tools like Coursebox AI, you can make training and new hire onboarding easier, faster, and more personal for every employee.

Are 9 Box Grids Outdated?

One key benefit of the 9 box grid is that it looks at both current performance and future potential. This gives a more complete view of employees and helps with planning for future workforce needs. It can show who might be ready for leadership roles or who could succeed in different positions.

However, the tool has some drawbacks. One problem is the tool’s link to traditional performance reviews, often based on once-a-year ratings from managers. These reviews can be subjective and miss key details. Many companies, like Deloitte and Accenture, now use continuous feedback systems to provide more regular and accurate assessments. To make the most of the 9 box grid today, it's helpful to pair it with AI tools for employee skills assessments.

Continuous feedback, clear goals, and frequent check-ins offer a fuller picture of each employee’s performance. Methods like SMART goals or OKRs can help structure this process.

Transparency also matters. Without clear communication, the system can be misused. For example, it could lead to ranking employees against each other and firing the lowest performers. This isn’t the purpose of the 9 box grid. When used right, it should focus on helping employees grow and succeed.

In the end, the 9 box grid method isn’t outdated, but it needs to evolve. Combined with modern practices like feedback surveys and goal-setting, it remains a valuable tool for managing talent and supporting employee growth.

Our Conclusion on the 9 Box Grid Method

In conclusion, Coursebox AI helps improve the 9-box grid method by offering data-driven insights for better talent evaluations. It tracks performance, provides personalized learning, and gives continuous feedback, helping managers make smarter decisions.

Want to see how Coursebox AI can boost your talent management? Book a demo today!