Use placement to determine next steps

Key Idea
Once you've placed your employees on the Performance and Potential Grid, your next step is to determine the best course of action for each one.

Returning to the example, you have already determined that Isabel is a solid contributor who is both valuable and productive. The suggested course of action for managers who want to develop employees in this group includes: keeping the employee engaged and motivated through recognition, as well as focusing on improving the employee's performance.
With solid contributors like Isabel, you might also test to see if greater accomplishment is possible, and if so, provide appropriate developmental opportunities. Also keep watch for increases in a solid contributor's performance and potential.

More broadly speaking, you'll want to consider the following guidelines after you've determined each employee's level.

• Be sure to invest in your top employees (your 2s, 3s, and 6s). What resources do you have to invest in these people to keep them appropriately challenged? What motivation can you provide to keep them satisfied? Be aware that there may not be much room for advancement for top employees within your group. Think about alternative ways to engage them and help them grow professionally.
• Strive to affirm and grow your solid contributors (your 1s, 4s, and 5s). What can be done to ensure that they are satisfied and stay productive? Consider whether there are opportunities for growth within your team and organization.
• Finally, act decisively with underperforming team members who lack initiative (your 7s, 8s, and 9s). Identify the people on your team who lack initiative and continually underperform. What can be done to ensure that their performance is dealt with or that they are in the job that best suits them?

You've seen how to use the Grid to plot both an employee's performance and potential. But what steps do you take once you determine placement?