adminEmployee assessment is one of the most important practices that organizations take up to ascertain if their workers are performing and delivering to mark or not. Employee performance evaluation goes far in measuring and evaluating the output that is being delivered by the employees and in establishing the engagement, training, and reward system to employ and enhance workforce capacity and productivity. Also, employee assessment allows the companies to know what organizational policies and practices are working in their favor to get the most out of their workforce and how to validate and employ practices to exercise the best workforce enablement system at an organizational setting.
Here, as we talk about implementing an employee assessment system referring to the most resourceful and evolved methods, the 9-box grid system is most empowering and competent tools to perform employee assessment.
Here’s how the 9-box grid system works and how you should be going about implementing it within your people’s process.
What Are the Benefits of 9 Box Grid Assessment?
Easy and instantaneous application:
It’s an easy-to-implement system with a pre-defined template of comparative assessment that allows HR managers and controlling authorities to discretely categorize employees on the parameters of performance and potential. It offers the manager a visual framework that gets you a structural handout of a comparative model of employee efficiency and ability in a 9-point grading system.
Transparent approach:
9-grid box approach induces more transparent and fair communication between managers and employees, thereby building a more favorable system of personnel evaluation and rating. This further clearly appoints the process parameters and company’s goals against task objectives, productivity indices, and performance benchmarks.
Easy workforce planning:
Using the 9-grid box you get a better understanding and knowledge of the strengths and weaknesses of your employees. As a people’s director or manager, you get to identify employability and assign scores to employees based on their worth and ability to perform and deliver. This allows you to select and staff employees on different roles and assign them the right responsibilities to ultimately help you with better workforce planning.
How Should Nine-Box Grid Be Used?
The 9-box grid is rarely used to its fullest extent. To make this tool for evaluating employees as successful as possible, consider the following strategies:
Everyone should be involved
- With your team, review the layout and methodology of the 9-box grid and ensure everyone understands how you plan to assess potential and performance. Think about the following:
- Which standards and parameters will categorize an employee’s potential or performance as high, low, or moderate?
What are the upcoming steps for employees with low potential or low performance?
Every employee’s performance should be evaluated
Develop a framework for evaluating each employee’s performance using the pointers of their job description and the duties they are accountable for. Be as specific as possible with the performance standards you establish for them.
A basic representation of performance can be:
- High: The worker reaches and exceeds the predetermined performance objectives.
- Moderate: The worker’s performance satisfies expectations.
- Low: If the employee’s performance does not meet the standards established by the supervisor or the job description; for instance, not meeting the sales targets for the prior quarter.
Determine each employee’s potential
The best measure of an employee’s potential is their behavior, not their performance. A worker with much potential is frequently ready to learn new things and constantly trying to enhance their current skills.
- Have they made any advancements at their current job? If so, just how?
- Given their current position, is it conceivable for them to advance in their career?
- Is there another job or area of the business where they might fit in better?
The Grid is To Be Filled With Employees
Based on your evaluation of the employee’s past potential and performance future, decide where they should be placed on the 9-box grid. Management, human resources, and leadership should collaborate to assign the person to the right position. Promoting conversation is critical to get a clear, comprehensive picture of an employee’s performance and potential.
Set Up Your Steps
The next stage is to evaluate what that means for the business once you’ve checked where the person falls on the grid.
What should they do next if they are a great performer with great potential in their field? Is there any potential for specialized professional development?
These employees are your bright stars, and you may expect them to go up the corporate ladder quickly. For them, you should create a career development plan.
Is it time to terminate a team member who doesn’t perform well and shows little promise? What difficulties do they encounter at work, and is it possible to overcome them and reinstate the employee within the system? If so, just how?
How may those who perform at a more ordinary level be helped to advance to the next level? Is this the right department or position for them, or would another area of the business be a better fit for their skills?
Repeat the Procedure
The process ought to be repeated for your company. On completion of the evaluation take your time out to review the assessment outcomes.
