Before starting
Well known as a talent management tool, the 9-box grid is used to identify top-performing and high-potential employees (top talents). With Poplee Performance, this is one of the example uses we offer with the new "Cross-reference 2 questions" feature located in the Analysis of Results. But... unlike the 9-box, this is not the only example use: you can create as many example uses as you like, choosing the relevant axes to cross-reference.
This adaptability lets you better target your organization's specific needs, whether it entails identifying top talent, anticipating key departures or developing career paths and thus making more informed decisions.
How does it work?
Setting up questions to cross-reference
When setting up your review campaign, you can create a number of classic questions which will then be cross-referenced when analyzing responses. What questions can be cross-referenced?
Only list, scale, star and summary questions with scores are compatible. Questions with over 10 possible responses will not be selectable to ensure visual clarity.
The feature gives you the flexibility to address scenarios specific to your business. You may design as many questions as you need, which can be cross-referenced in the analysis of responses once the reviews are over. By defining the questions when setting up your campaign, you also choose the number of possible responses - for example, 3 possible responses. This customization allows you to adjust the size of your grid to meet your needs, creating various set-ups such as a 9-box, a 16-box or any other set-up.
💡A tip from Lucca:
Use "list" questions that include answer descriptions rather than questions with numerical scores (such as scale or star questions). This avoids bias and ensures that the meanings of the possible responses are understood. For example, it will be more complicated for a review manager to understand what a 2 or a 3 means in relation to a description such as "Meeting expectations."
Evaluation in the review
Nothing changes during the review: your employees are evaluated on the various questions in the campaign. The layout of the grid boxes should not cause any bias on the part of your managers.
Cross-referencing of questions
Once the reviews have been completed, you can select the questions you wish to cross-reference to examine the data collected. Each box on the grid represents a specific group of employees, each requiring a management strategy adapted to their needs, depending on the axes you've cross-referenced.
Only 2 questions may be selected at a time to view the distribution of your employees. Managers may also use the feature to evaluate the employees under their responsibility, via the "Under my responsibility" tab, by consulting the campaign of their choice. The responses displayed are those of the review manager.
Example uses
You may create the questions you'll cross-reference in the analysis to help you develop your employees, allocate resources, implement retention actions or prepare succession plans. You can use this feature during your regular campaigns, such as quarterly or annual reviews. Furthermore, you can also set up a specific campaign, such as a People Review, to assess the areas that are essential to your strategic decision-making when it comes to talent management.
Here are a few practical example uses to inspire you and help you get the most out of this feature:
Identifying top talent and talent in need of attention
Performance x Potential (classic 9-box)
Ask your managers to evaluate the performance and potential of their supervised employees, to identify talent and optimize career development plans.
- How would you rate their performance over the past period?
Above expectations / Meeting expectations / Below expectations
- What is their potential within our organization?
High potential / Satisfactory potential / Limited potential
Guide your managers by reminding them of the criteria your company uses to measure performance. At Lucca, for example, this evaluation considers the achievement of objectives, the opinion of peers and the employee's skills. In the same way, explain how to assess potential: the ability to evolve, handle greater responsibilities or thrive in more complex roles. We recommend entering this information in the context-sensitive question help.
💡 A tip from Lucca:
If you're in a rush and don't have the time to analyze all the boxes in your grid, focus on the extremes, the employees at the top right who are your future leaders, as well as the employees at the bottom left who need special attention when it comes to development, coaching, or in some cases, reconsidering their suitability for the job or the company.
Anticipating departures of key personnel
Commitment to assignments x On-the-job development
Ask your employees about how satisfied they are with their current assignments and professional development, to identify any dissatisfaction or lack of progress, which can often signal a risk of voluntary departure.
- How would you rate your overall satisfaction with the assignments entrusted to you in your current position? Very satisfactory / Satisfactory / Unsatisfactory
- To what extent do you feel you are progressing and developing in your position?
A lot / Somewhat / Little or not at all
Risk of departure x Impact of departure
Ask your managers to assess the risk of their employee leaving, and the potential repercussions for the company.
- How would you rate the risk of the employee leaving the company in the next few months?
High risk / Moderate risk / Low risk
- What impact would their departure have on the team and the organization?
Significant impact / Moderate impact / Minor impact
Supporting the mobility of talent
Mobility x Potential
Make informed decisions about mobility requests by analyzing employees' potential. This approach will help you properly manage careers and suitably allocate roles within your organization, aligning employee aspirations with business needs.
- What is their potential within our organization?
High potential / Satisfactory potential / Limited potential
- Are any mobility schemes being envisaged? If yes, specify the position envisaged and add a comment to explain the choice and the reason for this mobility.
Yes / No
Don't you want your employees to know their position?
Your employees have access to their review by default, but not to the analysis of responses, which means they cannot see their position on the grid.
However, if you also want to hide from your employees how they were assessed on each question, you may make the campaign invisible to them by hiding it. For more details on how to proceed, please consult this help sheet.
Further information
Is the feature active on my old review campaigns?
Yes, it's automatically included in all your review campaigns, including those created previously, without the need for activation.
Why can't I see any results in my grid?
If you can't see any results in the grid, this means that no employee has answered the relevant two questions. This means that there's no common answer to display.
Why is the sum of the percentages in my grid higher than 100%?
If you've selected a multiple-choice question, the sum of the percentages may exceed 100%. In fact, an employee may have selected more than one possible response to the question, and therefore be counted in more than one box of the grid.