09 Box Grid / 09 Box Tool | Hindi | Urdu By Ranjeet Kumar

Ranjeet Kumar Senior Manager Learning & Organisational Development and Co-Author #WinningItTogether is explaining the
Box 1: Low performance / Low potential
Within the nine box grid mdoel, this is the box for the so-called underperformers. In their work and performance, they do not meet the requirements set by the organisation, meaning they are not suitable for their current position.
There is a termination risk for the employment contract, as organisations want to employ as few under performers as possible. It is possible that the employee is in a role that is completely wrong for them and is overwhelmed by their responsibilities. In such cases, it is a good idea to look at the employee’s current position together and look at what role would better suit them. If there is a vacancy that matches that, it is always a good idea to give that a try. If there is no other option, then letting them go will be the best option. An outplacement procedure can be offered by the organisation.
Box 2: Average performance / Low potential
This is the box for solid performers who meet all quality requirements set by the organisation. However, they do not really excel in any of their tasks. Such employees can be assigned to different positions of a similar level.
It is important that sufficient attention is paid to them, and that they are supervised and monitored on their jobs. Only then will their performance grow and improve. In the long term, that improved performance might lead to a promotion.
Box 3: Low performance / Average potential
Inconsistent performers can be found in box 3 of the 9 box grid. That means they are a risk factor; a company can’t rely on them to perform well consistently. Their results are often unsatisfactory. If it’s a new employee in a new job, then it’s logical that their performance is not up to standard at first. But it is expected that they will grow to become a stable and good performer in the short term.
If that does not happen and the employee continues to perform badly, it should be investigated why this is, and how their performance can be improved. It is not a matter of talent development. A possible solution is reassigning the employee in question to a lower position. If that does not help, then it is time to let them go.
Box 4: High performance / Low potential
Within the 9 box grid model, this box contains the professional experts; specialists who perform excellently, making them valuable to the organisation. However, their talent development is low, and they are unlikely to be promoted to a position with more responsibilities. Often these are older, experienced employees who are no longer interested in developing their talents, as they will be retiring in a few years anyway.
Box 5: Average performance/Average potential
This is the box for the basic professionals; the quality of their work is fine, and they are open to developing their talents. This is a favourite for most organisations, because the company has a lot of options for employees like that. There are plenty of opportunities to have them grow into more demanding roles with more responsibility.
Box 6: Low performance / High potential
Box 6 is home to potential top performers. These are often employees who are just starting out, new to the company with little or no experience, but with proper training. It makes sense that their performance is not yet up to the standards of the business, as they do not have enough experience yet.
Their talent development is high, and they are open to participating in any kind of training programme. It is a good idea to set goals together with these employees and regularly assess their performance based on those goals. After a period of about three months, there should be noticeable progression in their work performance.
Box 7: High performance / Average potential
Good performers can be found here. They perform at the top of their field and there are decent opportunities to develop their talents further. They are eligible for more demanding roles. In many cases, they set the right example within the organisation, making them very valuable.
Box 8: Average performance / High potential
This is the box of the rising stars; the ultimate talents within the organisation. In addition to performing well, they have high talent potential, meaning there is plenty of opportunity for them to rise through the ranks or develop further in their current position. It is important for an organisation to cherish and retain many such talents because they are the driving force behind the success of the business.
Box 9: High performance / High potential
These are the top talents who do not just perform at the top of their game, but who are equally able to get even more out of their talents. They are usually in positions with a lot of responsibility and will quickly rise to middle management.

[@MurtazaAminCoach]

“Jo jeeja jee kahege wahi mai karuga “ was epic😝 very knowledgable content 👍

[@theRanjeetKumarshow]

Hahhahahhahahha this type of content is called OD & L&D. It works in corporate world my friend.

[@MurtazaAminCoach]

@@theRanjeetKumarshow GuruJee 🙏 ❤️✌️ always learn from you🤗 inspiration for many☺️

[@gauravrushipathak1772]

Employee score card calculation format weekly wise please

[@theRanjeetKumarshow]

Done.. Shall I describe the in the functional and Behavioural competencies? Or balance scorecard wise.

[@dawoodabdullah2883]

Very Informative Video.

[@theRanjeetKumarshow]

Glad it was helpful!

[@divyakumari6995]

Great strategy for succession planning...

[@theRanjeetKumarshow]

THANKS.

[@osamaaslameverything4135]

Very informative

[@theRanjeetKumarshow]

Glad you think so!

[@yaseenvaid8236]

Very informative ❤

[@theRanjeetKumarshow]

@yaseed Vaid Thankyou very much.

[@sathyanarayanan4212]

Well explained about 9 box Matrix . Publish in English too for more reach

[@theRanjeetKumarshow]

@sathyanarayanan I will take your advise on a very positive notes... Thanks for watching and sharing valuable feedback man.

[@sadiahashmi5868]

Very well explained

[@theRanjeetKumarshow]

Seriously????

[@sadiahashmi5868]

@@theRanjeetKumarshow damn serious 🙂

[@VaibhavPatil-rx7pc]

Excellent information

[@theRanjeetKumarshow]

Thanks Vaibhav

[@ghazalarahankhan1330]

Very insightful

[@theRanjeetKumarshow]

Thanks for the feedback.

[@babufazal]

Amazing. I am searching for this content

[@theRanjeetKumarshow]

+Fazal E Hanan Thankyou very much for taking precious time for writing feedback / comment for my channel. Hope you have subscribed to my channel. Lets connect via WhatsApp [phone] for more learning engagements. Regards, Team Ranjeet

[@anusahmed5760]

In a very short period of time. I am a big fan of you. I wanted to meet you.

[@theRanjeetKumarshow]

@Anus Thanks for sharing greatest for our content. Pls introduce yourself. WhatsApp |0333 7207616

[@mahantaranjeet1829]

Great content

[@theRanjeetKumarshow]

Thanks Mahanta

[@babufazal]

Sir wo skill, will ans attitude matrix per ek video banao na ap.

[@theRanjeetKumarshow]

Yes I will make this video very soon. Thanks for suggestion Fazal. We'll did u like 09 Box grid video.

[@tutorialmk4302]

amazing sir

[@theRanjeetKumarshow]

@gfx thanks for great feedback.

[@naveerakhalid3976]

This process make it easier to evaluate employees in an organization ,but how many times annually this is done?

[@theRanjeetKumarshow]

It depends company policy and protocols. Normally it happens once in a year.

[@omersultan3416]

Sir can you explain how to tag organizational values with the potential

[@theRanjeetKumarshow]

From Organizational Core values, we drive behaviors. For example, Ownership is a value for org, during interview or promoting someone we need to gauge potential [ behavior], keeping in view the ownership I can ask him / her following questions, 1. In difficult times if your boss is not in the town how would you *lead* that project. Ownership is a Value, Lead is the behavior. Furthermore, from each single value we can drive hundreds of behaviors subject to competency framework [Ms, no, mm, mb, mf, me] Hope I answered your question.

[@hafsaanwer4959]

Can Key performers not move vertically and horizontally together?

[@theRanjeetKumarshow]

He can easily be trained horizontally [ means we can work on his performance and Functional competencies]. If someone is coached and mentored in a right direction he can learn it easily. But for vertically, he needs a lot of time, exposure, and leadership role [may be acting], but it is bit time taking. In a nutshell, Horizontally 1st then vertically

[@VaibhavPatil-rx7pc]

Can share as sample usecase examples?

[@theRanjeetKumarshow]

Didn't get ur question Vaibhav?

[@VaibhavPatil-rx7pc]

Can you please share XLS template for tracking same?

[@theRanjeetKumarshow]

Pls share ur email address as I can share xls sheet.

[@explorewindofficial]

jo jeeja jee kahe ge wahi mai karuga reminds me many people in my organization. 🤣

[@theRanjeetKumarshow]

Hahahhahhahahhahahhahahaha - it means I speak real na.

[@satveersingh2954]

How can we assess the potential of employees

[@theRanjeetKumarshow]

1. Assessment Centre In assessment centre we do group discussion, real based scenario, one to one communication & psychometric assessment. As his potential can quantified based different situation. Sometime we do competency assessment through other ways to gauge it.

[@satveersingh2954]

Would you suggest some assessment centres name please

[@theRanjeetKumarshow]

1. Jigsaw Discovery Tool. 2. Talent Games. 3. Some assessment centre run by Korn ferry and Mercer.

[@theRanjeetKumarshow]

For Jigsaw you can connect me [phone] | whatsapp

[@mhussain290]

How to evaluate potential?

[@theRanjeetKumarshow]

Through assessment centre and psychometric assessment and many other tools which I can share u based on company needs.

[@mhussain290]

@@theRanjeetKumarshow sir plz share other tools.

[@learnenglishwithsabirali5131]

Super

[@theRanjeetKumarshow]

@Sabir Ali Thanks

[@tutorialmk4302]

i am a your student in aman tech

[@theRanjeetKumarshow]

What's ur name my boy?

[@tutorialmk4302]

@@theRanjeetKumarshow my name is muhammad kazim sir student of 2015

[@edgyvenom153]

Box 08

[@theRanjeetKumarshow]

How may I help you further??

[@edgyvenom153]

@@theRanjeetKumarshow how do I achieve maximum performance?

[@theRanjeetKumarshow]

Very Simple | watch this video & discuss. kzbin.info/www/bejne/rYWZn2CLmc9rrKM