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Nurture team talent with our 9 box talent matrix

Whether you’re a fast-moving startup or an established international company, FigJam templates make it easy to discover the shining stars among your employees.

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9 box matrix template

Work together with your team to make a splash in your new-and-improved talent pool.

Ensure your talent rises to the top

Identify high-potential employees and take steps to keep them there while supporting those who need help reaching their career potential.

Know your all-stars: Identify leading talent so you can develop their abilities and prepare them for future leadership roles.

Create your second string: Categorize each individual by current performance and future potential for more effective management.

Win as a team: Collaborate effectively on projects when you understand each team member’s strengths and working style within their current role.

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Plant a seed of talent together

Develop your organization’s talent with input from every level. Use the Alignment Scale to place your people, share your priorities with Lil’ Notes and Simple Vote, and chat openly with collaborators from different departments. By spreading seeds now, you’ll cultivate strong stalks in the future.

Create a matrix of growth

Develop effective talent acquisition and retention processes with our talent matrix. Ensure company plans grow into real results with Community-made templates.


Start with our talent matrix template, divided into nine boxes. Using “potential” and “performance” as your two axes, you’ll place each team member according to how they rank in these areas. Low-potential, low-performance individuals will land in the bottom-left box, while high-potential, high-performance individuals will fall in the upper-right box. The rest of your workforce will likely fall between these two extremes.

A talent matrix categorizes employees by their current performance and potential. Some employees may perform current tasks well but remain uninterested in taking on larger responsibilities within their current roles. Others are visionaries who lack day-to-day organization. Most fall in between these extremes. This classification system can help organizations decide who to invest in, train more, trust with top-priority tasks, and so on through effective talent management.

So what are the 7 components of talent management?

- Recruiting and retention – Attracting and keeping top talent is the first step in building a strong employee pool.

- Compensation – Reward your talent according to what they deserve to maintain top-performing employees.

- Training and motivation – Providing employees with the educational resources they need can substantially improve employees performance, not to mention confidence and morale.

- Career development – Creating opportunities for promotions and fulfilling experiences can help employees reach their potential and feel valued.

- Strategic employee planning – Ensure that your hiring process aligns with overall organizational goals.

- Performance management – Assign your talent to roles where they’re most effective.

- Succession planning – To maintain forward momentum and stability when top talent leaves, create a plan for filling vacancies quickly and correctly.

The McKinsey 9 box talent matrix evaluates both performance and potential to place employees within an alignment chart. According to the 9 box model, individuals are either low, medium, or high potential and low, medium, or high performance, with their final placement dictated by a combination of these two rankings.

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