Welcome Back to the succession planning conversation.  Over these past months, I have spoken to several colleagues who are preparing for their retirement, and who are seeing the importance of auditing their current team’s performance while communicating who they believe would serve as a successor.   

There are many methods used to audit performance and potential; however, the 9-box Matrix Grid is a process that has been used over the years and engages all stakeholder to take a thoughtful and strategic look at the gaps and growth opportunities in the organizations. Dr. Assi shares a LinkedIn article on The 9 Box Performance-Potential Matrix deliver the following benefits: 

– The process is simple and effective and invites inclusive perspectives  

– Cost effective, meaning the only true investment is your time and if you decide to hire a facilitator.  

– A catalyst for robust dialogue, this tool assists in providing a structed dialogue regarding employees in a professional and productive way.  

– Calibrates Criteria and Expectations, the process provides clear and consistent scope of job descriptions, while underscoring the expectations.  

– Welcomes multiple perspectives regarding the organizations gaps and required skills to support the mission.  

– Facilitates shared ownership and teamwork, while engaging those who will remain in the organization after one retires, to re-establish their commitment and ownership.  

Finally, I want to encourage those that find themselves in a situation where employees and their performance must be audited. And, to approach this opportunity with the perspective that many times employees are simply waiting for their managers to candidly share how they are performing and what the expiations are for them to be successful.  Campbell.HR is available to assist in facilitating the 9-box performance method.