9-Box Analytics
Review the talent cycle, compare processes and follow up on development, succession and retention.
Availability: NBox active, 9-Box Analytics enabled for the company, and effective 9Box permissions. Available options depend on your scope and configuration.
01 · Cycle follow-up
Cycle follow-up is the operational summary of the selected 9Box. It brings together calibration progress, development-plan and talent-risk coverage, and actions that need follow-up. Use it to identify what is complete and where work remains.
How to use it
Choose the cycle to review
Go to Talent and succession → 9-Box Analytics → Cycle follow-up. Choose a process in Select a 9-Box, then select Direct team, Matrix reports or All, according to the options available to your account.
The three indicators appear at the top. Below them, the tabs group pending plans, successors, retention plans and adjustments. Their counts reflect the selected scope.
All keeps your authorized scope. Your company needs NBox enabled and 9-Box Analytics enabled separately.
Narrow the review with filters
Open Filtering by, choose the relevant criteria and select Apply filters. For example, focus on a unit, leader or specific quadrants.
The panel shows the filters available for the selected cycle, together with the controls for applying or discarding changes.
Cancel discards panel changes. Clear filters lets you start again. Available options depend on data and permissions.
Check calibration progress
Select the Calibration indicator. Review how many leaders closed calibration and the detail states: Closed, Completed but not closed, In progress and Not started.
In this example, 1 of 1 leaders closed calibration, so progress is 100%. The detail identifies leaders who need follow-up when there are pending cases.
The percentage measures leaders who closed calibration, not employees calibrated, and does not confirm that the matrix is published. Download Excel is available in the detail.
Review development-plan coverage
Open the Development plans indicator. Review leaders with all suggested plans assigned and employees still awaiting a plan.
The detail separates low-performance, Top Talent and successor coverage. The screenshot shows 3 employees awaiting plans and 0 of 1 leaders with all plans assigned.
The overall indicator and population breakdowns have different denominators. N/D can appear when no employees apply; always review the counts.
Check talent-risk coverage
Open Talent-risk coverage. Review critical roles with successors and coverage for successors, Top Talent and employees with high impact at risk.
Cards display each population’s count and coverage. The lists below identify pending cases when applicable.
The populations in this screenshot have counts of 0/0. N.A. or N/D indicates no applicable population; do not read this as 0% coverage.
02 · Talent evolution
Talent evolution shows how the distribution of employees changes between 9Box cycles. It includes movements between quadrants, trends in results and behaviors, and two matrices side by side. Use it to prepare discussions with the context of each population and configuration.
How to use it
Explore movements between quadrants
Open Talent evolution → Changes between quadrants with Click to explore. Choose the starting and ending Nine Box cycles. Select one or more quadrants, keeping at least one selected.
The chart connects the initial and final populations: employees who left the company, those outside the cycle, positive or negative movements, and employees new to the cycle. Quadrant 9 in this example goes from 19 to 2 employees.
New to the cycle does not mean a new hire. Outside the cycle does not mean the employee left the company. Close view returns to the cards.
Read the evolution of the axes
In Evolution of the axes, choose the quadrants to review. Read the results and behaviors lines together with participant counts for each process.
Lines show cycle averages; bars below show how many employees participated. Read both before making comparisons.
Averages may describe different populations. Cycles with no participants show 0.0 on this screen: do not interpret this as deterioration. Close view returns to the cards.
Compare two matrices using the same reading criteria
Open Comparison between cycles and choose the first and second Nine Box. Switch between all employees and active employees, and between distribution and employee views.
Both matrices appear together. Review the population and distribution of each one and confirm the cycles in the controls above.
Each matrix retains its names, colors and ranges. Configuration changes can change placement without proving improvement or decline. Close view returns to the cards.
03 · Turnover and departure risk
Turnover and departure risk brings together departures by year and quadrant and signals that warrant attention to retain key talent. It combines turnover information with a prioritized list of employees. These signals guide follow-up and do not predict an individual departure.
How to use it
Choose the departure year and type
Open Turnover and departure risk. Under Departures by quadrant, choose the departure year and switch between Voluntary and Involuntary. Review departures and high-impact cases by quadrant.
Year and departure-type controls are above the matrix. Below it, Key talent loss risk starts with the total identified and the associated reasons.
Check the selected year and type before interpreting the figures. Risk signals require context and are not an individual forecast.
Review employees to prioritize
Under Key talent loss risk, review the total and the Employees to prioritize list. Read each employee’s reasons and priority to prepare follow-up.
The screenshot shows six employees from a larger total. Each row includes the signals explaining inclusion and provides context for the priority.
Up to six employees appear at once. Priority is not a departure probability. Being over 55 does not confirm retirement. Succession relationships are current, not a complete historical reconstruction.
Combine reasons to focus the review
Select the reasons to combine: upper-right Ninebox, Critical role, High impact, Assigned successor, or Key talent retirement risk (>55). Remove reasons to broaden the list.
Critical role and High impact are selected in this example, with no matches. An employee must meet all selected reasons, and each employee appears only once.
Download Excel lets you work with the scope being reviewed. Keep reasons selected for matching cases, or remove them to review the complete list.
04 · Act on pending items
Pending items in Analytics link directly to development, succession, retention and adjustment workflows. Each action opens another tab with the relevant employee or role. The steps below show four alternative workflows: choose the one that matches your pending item.
How to use it
Create a plan from a development pending item
In Cycle follow-up → Plans to assign, select Create action plan on the employee’s row. Another tab opens Individual Development Plan and New Agreement.
The employee is already selected. Complete the title, dates, category, description and other required fields. Review visibility before saving.
Opening the form does not create an agreement. Save when appropriate or select Cancel to leave without creating it.
Open the role that needs successors
In Successors to define, select Add successors. Another tab opens the 9-Box Matrix and the relevant role details.
The screenshot shows the role, unit, current role holders and employees developing for it. Review that context and select Add employee to continue.
Check the role and unit before assigning anyone. Opening the details does not register a successor.
Find the employee without a retention plan
Return to Cycle follow-up and open Retention plans to assign. Find the employee’s row and select Assign plan.
The tab displays pending counts and an action on each row. The action leads to the employee’s record without searching again in the matrix.
Another tab opens the 9-Box Matrix with the employee filtered and the retention editor on the employee’s row.
Choose the plan in the matrix editor
In the new tab, verify the employee and review Retention plan. Choose the appropriate option and save when appropriate, or cancel to discard.
The example offers Improve benefits, Increase salary and Career movement. The editor is within the matrix row.
Options are those available for the record. Analytics access does not expand editing permissions.
Open an adjustment for review
Return to Analytics and open Adjustments to resolve. Check the employee and select Open 9-Box on the row.
The list groups adjustments pending within the selected scope. Carlos Díaz’s row in the example shows the link to his record.
Another tab opens the corresponding process. Check that it is the cycle you want to review before continuing.
Review the employee panel
In the destination matrix, review the employee panel: strengths, opportunities, next steps and other available fields. Confirm the employee and process before continuing.
The screenshot shows Carlos Díaz’s panel next to the matrix. Process context and employee information remain visible during the review.
If the destination has no records or is unavailable, return to Analytics and review the pending item. Opening the panel does not confirm or save an adjustment.