The nine-box grid allows managers to create individualized growth plans for each employee based on their category. Below is an action plan for improving the performance of the 9-box grid's employees. 1. Poor performer-low potential Determine the personal obstacles causing poor performance Identify a more suitable job role for a better fit Create an exit strategy for the individual if there is no justifiable reason for poor performance and no other suitable position 2. Moderate performer-low Potential, low performer-moderate potential Design employee development plans after analyzing skill gaps Provide mentorship on how to be more inventive Provide measurable expectations and precise descriptions of what leadership considers a successful performance Assess the plan's progress once a month Identify a more suitable job role for a better fit Create an exit strategy if there is no performance improvement within the specified timeframe 3. High performer-low potential Assess their potential in light of how their work will evolve and assist them in preparing accordingly Can be considered for raises and mid-level management positions 4. Low performer-high potential Communicate your expectations to enhance their current performance Allow them time to grow and continue to monitor their performance Individuals with high potential should make significant progress within six to twelve months Invest in additional coaching or training for these employees if necessary 5. Moderate performer-moderate potential Communicate expectations and role requirements Allow time for performance development and evaluation Consider them for promotions to same-level positions Motivate employees by consistently praising their achievements and good performance Give them challenging tasks or projects To overcome performance barriers, provide peer coaching from a high-achieving employee (You can also provide classroom training and opportunities for on-the-job learning to help them overcome skill deficiencies) People management coaching could benefit them 6. High performer-moderate potential, moderate performer-high potential Schedule routine check-ins and acknowledge their efforts Offer 360-degree feedback Assign challenging tasks to grow in the current role Delegate challenging tasks to groom the employee for a future leadership role These employees may require assistance in enhancing their strategic thinking 7. High performer-high potential Provide challenging tasks to cultivate your top talent through leadership development Regularly assess their satisfaction with their current position and look for signs of discontent Make them feel valued for their contributions Provide mentoring and networking opportunities with senior organization members Reward them and ensure they are compensated competitively