9 box reviews are still happening. I know they’re always looking to offload people but I hate it.
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Junk that doesn't seem to work at Schwab (or anywhere else for that matter) especially in Leadership roles.
Conceptual in theory, but when you have incompetents leading (anywhere), it will Never work correctly.
Client Here.
Unbiased opinion
I’m relatively new to the firm, but I recently learned that my department’s leadership met a couple of months ago to rank all employees. Why was there a budget for them to travel to sit around ranking employees?
From what I can tell, almost all of the previous CCOs were either run off or pushed out. Now we’re left with new leaders who have mostly lucked into their titles and appear more passionate about hosting endless fireside chats where they talk about themselves.
It’s astonishing how out of touch and self-absorbed they are. Why is this considered a priority? What am I missing here?
The 9-box grid is a strategic tool used in business and workforce management to evaluate and develop talent. It provides a visual framework for assessing employees based on two dimensions:
- Performance: How well an employee performs in their current role.
- Potential: The likelihood of the employee to grow, take on more responsibilities, and succeed in future roles.
The grid consists of 9 boxes, created by crossing three levels of performance (low, medium, high) with three levels of potential (low, medium, high). Each box represents a different combination of these factors.
How It’s Used:
- Talent Assessment:
• Managers and HR leaders use the 9-box grid to categorize employees, identify high performers, and understand where to focus development efforts.
• Example placements:
• High Performance/High Potential: Top talent or “future leaders.”
• High Performance/Low Potential: Solid contributors excelling in their current roles but less likely to grow further.
• Low Performance/High Potential: Employees who may need coaching or role realignment to realize their potential.
- Succession Planning:
• Helps identify candidates for leadership or critical roles by highlighting high-potential employees.
- Development Strategy:
• Tailors training, mentoring, or career progression plans based on the needs of employees in each box.
• High Potential/Medium Performance: Needs skill development or experience to align performance with potential.
• Low Performance/Low Potential: May require reassessment or exit strategies.
- Workforce Planning:
• Guides resource allocation, promotions, and team restructuring to optimize organizational effectiveness.
The 9-box is widely valued for simplifying complex discussions about workforce dynamics and aligning talent management with business goals.
So what is this nein box at Schwab?
It's a nein box.
The beatings will continue until morale improves
It's never the owner, executive or manager's fault
The lowest paid should work the most, receive the smallest compensation and be let go when the highest paid works the least, receives the most and stays on until they are given more money to leave