How do companies identify HIPO for 9 Box grid. What are the tools available for fair evaluation. Specially if the role in question is Team Handling Mid Manager & Leadership role. There are few Questions- 1. What tools are used to gauge the potential (Competency) of a mid Sr level employee. Specially if HR have to help management decide between 2 good consistently performing employees for the single role. eg 2 Sr manager for GM sales role.

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Thanks @Abhishek for this interesting question, if i have to call this process in 3 simple words: Aspiration, Ability and Engagement, you could guage this 3 aspects in employees through performance review process, you could also read about this in detail here: https://blog.mettl.com/high-potential-employee-identification-tools-and-process/

Potential till now (& likely in the future as well) has been a highly subjective call. You can have data points with you to back up your subjective opinion. Some of the data points include: 1. Psychometric tests 2. Assessment and Development Centres 3. Behavioral Observations 4. Aspirations 5. 360 Feedback Performance of course (X-axis) continues to be from the PMS. Happy to share in more detail if you want to deep dive on any particular aspect.

Are you using 9 boxes for performance appraisal, or only for succession planning and promotions? If using them for the latter, then consider their overall years of performance reviews with the company. Also, consider L&D assignments, goals, and learning. Additionally, ask this question for succession planning: Can they be molded in 2 years or more? Based on this, you can choose the boxes. Similarly, for promotions, you will do the same as per questions and descriptors for each box

I agree with @Sai Venkata Vinay Chittuluru. I have used 9box grid for competencies, upskilling, and succession planning. For performance reviews. it was either OKRs, KPA-KPI, and MBO models, depending on the business needs.

@Wristy just a thought, dont you think 9box grid for competencies, upskilling, and succession planning are the extended steps of performance review process. This could be called as Talent Review Process as well (but within the gamut of performance review process)

@Rashmi Utnal our 9box grid is worked upon among leaders for competency framework to be first designed for each level and role, followed by using it for employee development and succession planning. It is not linked to the performance review process.

I am not sure if I can jump in. Let's say talent management review. The main purpose for McKinsey to create the 9 box grid was to use it in the talent management process to identify training and development needs. I have come across companies that use a 4 box or 12 box grid, or may not use the 9 box grid at all for talent training and planning. Also, some companies use the 9 box grid with performance reviews to identify potential as a category for salary increments. Companies pay potential bonuses or accelerated performance bonuses to people who have the potential for promotions or to take on leadership roles. It depends on how you define the potential and performance definitions. Some companies combine both performance and talent development for salary increments.

To simplify things, I've also used a 2 x 2 grid instead of a 3 x 3 (i.e. the 9-box). And to add to what @Sharthok Chakraborty said, the typical process many consulting companies follow is: 1. A psychometric test (like Hogan or TMA) 2. A 360-degree assessment (or a '180' where the feedback is not taken from customers) 3. An assessment center with multiple components designed so that each competency is measured by at least two testing tools. For example, you can have tools like in-basket exercises, group case studies, individual case studies, business simulations, and ONE TOOL TO RULE THEM ALL, ONE TOOL TO FIND THEM, ONE TOOL TO BRING THEM ALL, AND IN THE DARKNESS BIND THEM The Behavioral Event Interview