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Talent mapping, for growing startups

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Talent mapping involves evaluating employees using simple tools to assess their performance and potential. It allows company leadership to visually map the talent within their organization, calibrate evaluations across teams, and identify employees for development, retention plans, or performance management. Two common talent mapping grids are the 9-box grid which plots performance against potential, and the 4-box grid which categorizes employees as talent risks, cruisers, mavericks, or A players.

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Talent mapping (for startups of 40+ people)

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© StoreDot. All rights reserved • Once you begin to have teams – you need to have a “visual” evaluation tool of your population & calibrate across teams/groups • Start with a simple exercise to map all employees by each VP using a simple tool • Allows for easy assessment of employees on two main aspects — performance and potential • Enables evaluation/qualification of new recruits • Can provide a framework for debate among exec team – calibration challenge • Creates a shared sense of ownership for whole talent pool • Lead to identification of employees to: • be invested in for development opportunities, retention plans etc.. • be actively performance managed or exited from organisation • 2 examples : • 9 box grid • 4 box grid Talent mapping 2

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© StoreDot. All rights reserved 9 Grid Low performance Effective performance High performance Low potential Medium potential High potential

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© StoreDot. All rights reserved 9 box grid

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© StoreDot. All rights reserved 4 box grid

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© StoreDot. All rights reserved Option 2 - 4 types of talent groups “Talent Risk” • Below Performance Expectations • Lacks competence in current role, limited future potential “Cruisers” • Meets Performance Expectations • Credible and capable, may lack future potential “Mavericks” • Demonstrates Significant Future Potential • Impactful & driven, may need to improve current performance “A Players” • Exceeds Performance Expectations and Demonstrates Significant Future Potential • Highly competent in current role, high potential

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Talent mapping, for growing startups

  • 1. Talent mapping (for startups of 40+ people)
  • 2. © StoreDot. All rights reserved • Once you begin to have teams – you need to have a “visual” evaluation tool of your population & calibrate across teams/groups • Start with a simple exercise to map all employees by each VP using a simple tool • Allows for easy assessment of employees on two main aspects — performance and potential • Enables evaluation/qualification of new recruits • Can provide a framework for debate among exec team – calibration challenge • Creates a shared sense of ownership for whole talent pool • Lead to identification of employees to: • be invested in for development opportunities, retention plans etc.. • be actively performance managed or exited from organisation • 2 examples : • 9 box grid • 4 box grid Talent mapping 2
  • 3. © StoreDot. All rights reserved 9 Grid Low performance Effective performance High performance Low potential Medium potential High potential
  • 4. © StoreDot. All rights reserved 9 box grid
  • 5. © StoreDot. All rights reserved 4 box grid
  • 6. © StoreDot. All rights reserved Option 2 - 4 types of talent groups “Talent Risk” • Below Performance Expectations • Lacks competence in current role, limited future potential “Cruisers” • Meets Performance Expectations • Credible and capable, may lack future potential “Mavericks” • Demonstrates Significant Future Potential • Impactful & driven, may need to improve current performance “A Players” • Exceeds Performance Expectations and Demonstrates Significant Future Potential • Highly competent in current role, high potential