The 9-Box Assessment is a tool to help you think clearly about each person on your team — where they
are today and where they could go. This guide walks you through how to complete an assessment, what
to expect during the review process, and how to make the most of the tool.
Tip: You can assess anyone in your direct downline. You cannot create or view your own assessment.
Understanding the 9-Box Grid
Every assessment places an employee in one of nine segments based on two questions:
• Performance: How well is this person performing in their current role?
• Potential: What is this person's capacity to grow into bigger responsibilities?
Here is a quick reference for each segment and what it typically means:
Segment | Performance | Potential | What this often looks like |
Star | High | High | Ready for expanded scope or leadership; developing others |
Rising Star | Moderate | High | On a steep growth trajectory; seek stretch opportunities |
Pivot Potential | Low | High | Strong future upside; may need role or environment change |
Proven Performer | High | Moderate | Reliable, consistent; may be at their ceiling — invest in retention |
Core Contributor | Moderate | Moderate | Solid and dependable; benefits from targeted coaching |
Expert Contributor | High | Low | Deep expertise in current role; not seeking broader scope |
Steady Contributor | Moderate | Low | Meets expectations; limited growth appetite at this time |
Stabilize and Coach | Low | Moderate | Underperforming but has potential; needs clear support plan |
Intensive Support | Low | Low | Immediate performance conversation required |
Tip: Your organization may use different segment names. The descriptions configured by your admin are your primary guide — refer to them when assessing each person.
Completing an Assessment
Before You Start
A few things to keep in mind:
• Read the segment descriptions before you begin. Your admin has written rubrics for each segment — they are your guide for what evidence to look for.
• Assessments work best when the employee has been in their role for at least 6 months. You'll see an alert if it's been fewer — you can still proceed, but your evidence may be limited.
• You can save a draft at any time and return to finish it later.
Step-by-Step: Creating an Assessment
1. Click on the People tab, then Talent Management at the top of that page
2. Find the team member you want to assess and click on them then click Create Assessment.
3. Select a segment on the grid. Click the cell that best reflects where this person sits today based on the segment descriptions.
4. Write your evidence. In the evidence field, document why you placed this person in the selected segment. Be specific — reference behaviors, results, and patterns you've observed.
Tip: Strong evidence sounds like: 'Consistently delivers projects ahead of schedule and has taken on two cross-functional initiatives without being asked.' Weak evidence sounds like: 'Good performer, works hard.' The more specific you are, the more useful this becomes during calibration.
5. Save as draft or submit for review.
• Choose Save as Draft if you want to revisit before submitting.
• Choose Submit for Review when you're ready — this moves the assessment to the Calibration stage.
What Happens After You Submit
Once you submit, the assessment enters Calibration — also called Ready for Review. This is a group review step where HR, executives, and relevant leaders look at your submission, discuss it, and confirm or adjust the segment before it's published.
What to expect:
• Calibration is usually done in a group meeting. Your evidence is reviewed by others — this is normal and expected.
• The group may add additional evidence or notes to support or adjust your placement.
• If the segment is changed, the final published result will reflect the calibrated placement.
• Once approved, the assessment is Published and visible to upline managers and admins.
After an Assessment Is Published
Once published, the assessment appears in the Company View and becomes part of the employee's assessment history. You can view past assessments for anyone in your downline to track progress over time.
Tip: Employees who have not had a published assessment in the last 12 months are flagged with an alert.
Keep an eye on this so no one on your team falls through the cracks.
Tips for Better Assessments
• Assess based on patterns, not one-off moments. Look at consistent behaviors over time, not a single great week or a recent slip.
• Separate performance from potential. Someone can be a top performer in their current role without having the desire or capacity to grow further — and that's okay.
• Use the segment descriptions, not your gut. The rubrics your admin wrote are there to create consistency. If your evidence doesn't clearly match a segment description, revisit your placement.
• Be honest and specific. Vague assessments don't serve the employee or the calibration process. If you're placing someone low, document the 'why' clearly so the conversation is fair and productive.