Table of Contents

Overview & Guiding Principles
The 6-Box Talent Mapping Model
Performance Assessment Criteria
Potential Assessment Criteria
Talent Category Definitions
Assessment Guidelines & Best Practices
Common Biases to Avoid
Modern Competencies Framework
Implementation Guide

1. Overview & Guiding Principles

What is Talent Mapping?

Talent Mapping is a strategic method of evaluating employees based on two critical dimensions: Performance in their current role and Potential for future growth and advancement.

Core Principles

Right Talent, Right Roles: The most critical element of talent management is strategic staffing. Placing the right talent in the right roles reduces people issues over time and maximizes organizational effectiveness.
Continuous Excellence: Our talent management processes must push both individual contributors and managers to continuously elevate performance and strive for excellence.
Systematic Approach: We need a mindful and systematic approach to monitoring talent performance and making data-driven talent decisions.
Fair & Inclusive: Assessment must be objective, bias-free, and based on measurable criteria that support diversity, equity, and inclusion goals.
Development-Focused: Talent mapping is not just about evaluation—it's about identifying development opportunities and creating pathways for growth.

Benefits of Effective Talent Mapping

Identify high-potential talent and create clear succession plans
Ensure individuals are in roles that leverage their strengths
Highlight development needs and create targeted action plans
Calibrate talent standards across teams and locations
Make informed decisions about promotions, transfers, and development investments
Improve retention of top performers and high-potential employees
Support strategic workforce planning and organizational growth

2. The 6-Box Talent Mapping Model

The 6-Box Model evaluates employees on two axes: Performance (horizontal) and Potential (vertical), creating six distinct talent categories.

POTENTIAL ↑

POTENTIAL

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Marginal Talent High potential but underperforming May be in wrong role Needs action plan	Emerging Talent Satisfactory performance Potential for growth Needs development	Top Talent Exceptional performance High leadership potential Model of excellence
Underperformer Poor performance Low potential Requires immediate action	Solid Performer Consistently satisfactory Room to grow in role Potential unclear	Role Specialist Exceptional in current role Specialized expertise Limited mobility

PERFORMANCE

Low (1-2) ← → Medium (3) ← → High (4-5)

Create Employee Talent Grids

Number of Employee Grids:

3. Performance Assessment Criteria

Performance is evaluated on a 5-point scale across multiple dimensions:

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Rating	Level	Description
5	Exceptional / Outstanding	Consistently exceeds all expectations; sets new standards of excellence
4	Great / Exceeds Expectations	Regularly exceeds expectations in most areas; high-quality work
3	Strong / Meets Expectations	Consistently meets expectations; reliable and competent
2	Needs Improvement / Marginal	Occasionally meets expectations; requires improvement in key areas
1	Unacceptable / Poor	Consistently fails to meet expectations; significant performance issues

Core Performance Dimensions

1. Commitment to Excellence

Regularly demonstrates excellence in work output
Consistently delivers high-quality results on time
Takes ownership and accountability for outcomes
Seeks continuous improvement in processes and results
Maintains high standards even under pressure

2. Teamwork & Collaboration

Positively impacts the work of others
Effectively collaborates within and across teams
Shares knowledge and supports team members
Communicates clearly and constructively
Contributes to a positive team culture

3. Integrity (Show Stopper)

Does what is right, even when difficult
Adheres to code of conduct and ethical standards
Maintains confidentiality and trust
Acknowledges and corrects mistakes
Treats all colleagues with respect and fairness

⚠️ Critical: Lack of integrity is a show stopper. If an employee lacks integrity, they cannot be trusted and should not remain in the organization, regardless of performance.

4. Potential Assessment Criteria

Potential is assessed as either "High Potential" or "At Potential" based on readiness and commitment to grow within the organization.

High Potential

Shows ability to contribute at the next level
Could be ready for promotion within 12 months
Committed to growing with the organization
Self-aware and proactive about development
Demonstrates ambition and takes ownership
Energized by learning and new challenges
Shows leadership qualities and influence
Adaptable to change and complexity

At Potential

Has not yet shown next-level capabilities
May prefer to stay in current role
Not particularly energized by growth
Prefers comfort zone over challenges
Growth trajectory is stagnant or incremental
Needs to focus on current role mastery
May lack ambition for advancement
Limited interest in leadership roles

Key Indicators of High Potential

Aspiration: Has strong desire to advance and take on more responsibility
Ability: Possesses skills and competencies needed for the next level
Engagement: Highly committed to the organization and its success
Learning Agility: Quickly learns from experience and applies new knowledge
Results Orientation: Consistently achieves and exceeds goals
Strategic Thinking: Sees the bigger picture and thinks long-term
Emotional Intelligence: Self-aware and manages relationships effectively

5. Detailed Talent Category Definitions

🌟 Top Talent

Performance: 4-5 | Potential: High

The best we have - a model of greatness for the organization
Consistently exceptional performance across all aspects of the role
Ready to assume multiple higher-level leadership roles
Should be retained at all costs
Invest in accelerated development programs
Consider for succession planning and key projects

⬆️ Emerging Talent

Performance: 3 | Potential: High

Consistently satisfactory performance with room for improvement
Has potential to become top talent with development
Requires coaching, mentorship, and hands-on support
Invest in training and development programs
Set clear goals and provide regular feedback
Monitor progress closely over 6-12 months

⚠️ Marginal Talent

Performance: 1-2 | Potential: High

High potential but currently underperforming
May be in the wrong role or lacking support
Requires customized action plan immediately
Consider role change or additional training
Set clear 90-day improvement plan
If no improvement, transition out or to different role

🎯 Role Specialist

Performance: 4-5 | Potential: At Potential

Exceptional performance with specialized expertise
Master of current role; difficult to replace
Limited potential beyond current area
Retain and reward in current role
Consider as subject matter expert and mentor
Create individual contributor career path

✓ Solid Performer

Performance: 3 | Potential: At Potential

Consistently satisfactory performance
Potential beyond current role is unclear
Has room to grow within current role
Maintain current support and expectations
Provide opportunities for skill development
Monitor for signs of increased potential

❌ Underperformer

Performance: 1-2 | Potential: At Potential

Poor or inconsistent performance
Low potential to succeed in current or other roles
Requires immediate performance improvement plan
Set clear expectations with 30-60 day timeline
Document all performance issues
If no improvement, begin transition out of company

6. Assessment Guidelines & Best Practices

Who Should Conduct Talent Mapping?

All managers with direct reports must conduct talent mapping
Senior leaders should map their direct reports and review team mappings
Create separate maps for each distinct team or function
HR should facilitate calibration sessions across the organization
Executive team should review consolidated maps for succession planning

When to Conduct Talent Mapping

Annual Cycle: Conduct formal talent mapping annually (Q4 recommended)
Mid-Year Check: Brief review at mid-year for significant changes
After Major Changes: Re-assess after reorganizations or major projects
New Hires: Initial assessment after 90-day probation period
Role Changes: Re-map when employee changes roles or responsibilities

Best Practices for Effective Assessment

Use objective data: performance reviews, project outcomes, 360° feedback
Consider the full evaluation period, not just recent performance
Calibrate ratings across teams to ensure consistency
Document specific examples supporting each rating
Discuss ratings with HR before finalizing
Be prepared to defend ratings with facts and examples
Keep assessments confidential - share only with appropriate stakeholders
Focus on development and growth, not just categorization

7. Common Biases to Avoid

Be mindful of potential biases that may impact talent assessment decisions:

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Type of Bias	Description	How to Overcome
Halo/Horn Effect	Rating someone high/low across all areas based on one strong positive or negative trait	Evaluate each dimension independently with specific examples
Recency Bias	Overweighting recent performance instead of entire evaluation period	Review performance notes from entire period; quantify timeframes
Personal Bias	Rating employees similar to yourself more favorably	Use objective criteria; check for consistency across diverse employees
Leniency/Strictness Bias	Rating everyone similarly (all high, all low, or all average)	Force rank employees; differentiate based on specific criteria
Similar-to-Me Bias	Favoring employees with similar background, style, or demographics	Focus on results and competencies, not similarities
Attribution Bias	Attributing success to internal factors and failure to external factors (or vice versa)	Analyze both successes and failures objectively
Confirmation Bias	Seeking information that confirms pre-existing beliefs about an employee	Actively seek disconfirming evidence; consider multiple perspectives

8. Modern Competencies Framework

In addition to core performance dimensions, consider these modern competencies:

Digital & Technical Agility

Adapts quickly to new technologies and digital tools
Leverages data and analytics for decision-making
Comfortable working in virtual/hybrid environments
Demonstrates digital literacy appropriate to role

Adaptability & Resilience

Thrives in ambiguous and changing environments
Recovers quickly from setbacks and failures
Embraces change and helps others navigate it
Maintains performance under pressure

Innovation & Problem-Solving

Generates creative solutions to complex problems
Challenges status quo constructively
Experiments and learns from failures
Applies design thinking and innovative approaches

Inclusive Leadership

Values and leverages diverse perspectives
Creates psychologically safe environments
Actively addresses bias and promotes equity
Builds inclusive teams and culture

Remote Work Effectiveness

Maintains productivity in remote/hybrid settings
Communicates effectively across digital channels
Builds relationships virtually
Manages time and boundaries effectively

Sustainability & Social Responsibility

Considers environmental and social impact of decisions
Aligns work with organizational values and purpose
Contributes to sustainable business practices
Advocates for responsible and ethical approaches

9. Implementation Guide

Step 1: Preparation (2-3 weeks before)

Review performance data, goals, and feedback for each employee
Gather input from relevant stakeholders (peers, skip-level managers)
Review previous talent maps and track changes
Identify any employees in transition or too new to assess
Schedule calibration sessions with leadership team

Step 2: Individual Assessment

Assess each employee's performance using the 1-5 scale
Evaluate potential (High Potential vs At Potential)
Place each employee in appropriate talent box
Document specific examples supporting each placement
Identify development needs and action items

Step 3: Calibration Session

Meet with peer managers and leadership to review placements
Discuss rationale and examples for each employee
Ensure consistency in standards across teams
Challenge and validate ratings through discussion
Adjust placements as needed based on calibration
Identify organization-wide high potentials

Step 4: Action Planning

Top Talent: Create accelerated development plans; succession planning
Emerging Talent: Assign mentors; create 12-month development roadmap
Role Specialists: Recognize expertise; create specialist career path
Solid Performers: Maintain current development; identify growth areas
Marginal Talent: Create 90-day action plan; consider role change
Underperformers: Immediate performance improvement plan; 30-60 day timeline

Step 5: Communication & Follow-up

Share appropriate feedback with employees during 1-on-1s
Communicate development opportunities and action plans
DO NOT share specific box placements or full talent map
Track progress on development plans monthly
Review and update talent map mid-year as needed
Use talent map data for succession planning and promotion decisions

⚠️ Important Reminders

Talent mapping is confidential - protect employee privacy
Focus on development, not labeling
Placements are snapshots in time - people can and do move between boxes
Use data and examples, not gut feelings
Be prepared to have difficult conversations with underperformers
Invest in your top talent - they are your future leaders
Document everything to support decisions and legal compliance

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📋 How to Use This Framework

Talent Mapping Framework