{"id":999979798,"date":"2026-01-17T11:28:06","date_gmt":"2026-01-17T04:28:06","guid":{"rendered":"https:\/\/bizzi.vn\/?p=999979798"},"modified":"2026-06-03T23:33:06","modified_gmt":"2026-06-03T16:33:06","slug":"9-box-grid-model","status":"publish","type":"post","link":"https:\/\/bizzi.vn\/en\/9-box-grid-model\/","title":{"rendered":"What is the 9-Box Grid model? How to evaluate personnel using performance data and budget."},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The 9-Box Grid model is not just a &quot;Performance \u00d7 Potential&quot; matrix for classifying employees, but a tool that helps CEOs\/CHROs\/CFOs make decisions about development, succession, retention, rotation, and performance improvement based on data.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This article by Bizzi will explain the nature of the 9-box grid model, how to build performance\/potential measurement criteria to avoid subjectivity, the calibration process to reduce bias, and how to translate 9-box results into <a href=\"https:\/\/bizzi.vn\/5-chi-phi-nhan-su-vo-hinh-doanh-nghiep-can-cat-giam\/\">personnel costs<\/a>Training ROI\/retention cost. It also suggests a digitalization roadmap using operational data for faster decision-making.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Index<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Mo_hinh_9-Box_Grid_9_Box_grid_la_gi_va_duoc_dung_de_ra_quyet_dinh_nhu_the_nao\" >What is the 9-Box Grid model and how is it used for decision-making?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9-Box_Grid_duoc_dung_de_ra_quyet_dinh_nhu_the_nao\" >How is the 9-Box Grid used for decision-making?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9-Box_Grid_phan_loai_nhan_su_theo_truc_Performance_va_Potential_nhu_the_nao\" >How does the 9-Box Grid categorize personnel along the Performance and Potential axes?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Truc_Performance_trong_9-Box_Grid_nen_do_bang_chi_so_nao_de_CFO_tin_duoc\" >What performance metrics should be used in a 9-Box Grid to gain the CFO&#039;s trust?<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#A_KPIOKR_ket_qua_%E2%80%93_bat_buoc\" >(A) KPI\/OKR results \u2013 mandatory<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#B_Chat_luong_thuc_thi_rui_ro_%E2%80%93_CFO_rat_quan_tam\" >(B) Execution quality &amp; risk \u2013 CFO is very concerned<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#C_Execution_behavior_do_duoc\" >(C) Execution behavior (measurable)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Truc_Potential_trong_9-Box_Grid_nen_do_bang_tieu_chi_nao_de_khong_bien_thanh_%E2%80%9Ccam_giac%E2%80%9D\" >What criteria should be used to measure the Potential axis in a 9-Box Grid to avoid becoming a mere &quot;feeling&quot;?<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#1_Learning_Agility_%E2%80%93_toc_do_hoc_thich_nghi_bat_buoc\" >(1) Learning Agility \u2013 speed of learning &amp; adaptation (required)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#2_Ability_to_Handle_Complexity_%E2%80%93_ganh_do_phuc_tap\" >(2) Ability to Handle Complexity \u2013 carrying complexity<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#3_Leadership_Behaviors_ke_ca_chua_lam_manager\" >(3) Leadership Behaviors (including those not yet managers)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#4_Motivation_Career_Aspiration_%E2%80%93_dong_luc_ben\" >(4) Motivation &amp; Career Aspiration \u2013 Sustainable Motivation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#5_Value_Risk_Alignment_%E2%80%93_muc_do_%E2%80%9Can_toan_khi_trao_quyen%E2%80%9D\" >(5) Value &amp; Risk Alignment \u2013 the level of \u201csafety when empowering\u201d<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9_o_trong_9-Box_Grid_dai_dien_cho_nhom_nhan_su_nao_va_hanh_dong_uu_tien_la_gi\" >What personnel groups and priority actions do the 9 cells in the 9-Box Grid represent?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Cum_STAR_Hi-Po_High_Potential_%C2%B1_High_Performance\" >STAR \/ Hi-Po cluster (High Potential \u00b1 High Performance)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Cum_CORE_xuong_song_van_hanh\" >CORE unit (operational backbone)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Cum_UNDERPERFORMER_vung_can_quyet_dinh\" >UNDERPERFORMER cluster (decision-making area)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Quy_trinh_trien_khai_9-Box_Grid_theo_chu_ky_danh_gia_gom_nhung_buoc_nao_de_tranh_bias\" >What steps are involved in the 9-Box Grid implementation process with a review cycle to avoid bias?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Buoc_1_Chuan_hoa_tieu_chi_Truoc_ky_danh_gia\" >Step 1: Standardize criteria (Before the evaluation)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Buoc_2_Thu_thap_du_lieu_doc_lap\" >Step 2: Collect independent data<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Buoc_3_Danh_gia_ca_nhan_Individual_Scoring\" >Step 3: Individual Scoring<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Buoc_4_Ra_soat_minh_chung_Evidence_Review\" >Step 4: Evidence Review<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Buoc_5_Calibration_Meeting_Trong_yeu_nhat\" >Step 5: Calibration Meeting (Most important)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#BUOC_6_Gan_quyet_dinh_hanh_dong\" >STEP 6. Link the decision and the action.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#BUOC_7_Theo_doi_danh_gia_lai_Post-review\" >STEP 7. Follow-up &amp; Post-review<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Action_playbook_theo_tung_nhom_9-Box_Grid_nen_thiet_ke_the_nao_de_tao_ROI_nhan_su\" >How should an action playbook with a 9-Box Grid be designed to generate employee ROI?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#STAR_Hi-Po_%E2%80%93_Tang_truong_tuong_lai\" >STAR \/ Hi-Po \u2013 Future Growth<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#CORE_%E2%80%93_Toi_uu_hieu_suat_hien_tai\" >CORE \u2013 Optimize current performance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#UNDERPERFORMER_%E2%80%93_Cat_lo_hoac_dao_chieu\" >UNDERPERFORMER \u2013 Stop loss or reversal<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9-Box_Grid_lien_ket_voi_ngan_sach_nhan_su_va_FP_A_nhu_the_nao_de_du_bao_payroll_va_chi_phi_phat_trien\" >How does the 9-Box Grid link with HR and FP&amp;A budgets to forecast payroll and development costs?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#A_High_Performance_%E2%80%93_High_Potential\" >A. High Performance \u2013 High Potential<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#B_High_Performance_%E2%80%93_Medium_Potential\" >B. High Performance \u2013 Medium Potential<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#C_Medium_Performance_%E2%80%93_High_Potential\" >C. Medium Performance \u2013 High Potential<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#D_Medium_Low_Performance_%E2%80%93_Medium_Low_Potential\" >D. Medium \/ Low Performance \u2013 Medium \/ Low Potential<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#E_Low_Performance_%E2%80%93_Low_Potential\" >E. Low Performance \u2013 Low Potential<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Vi_tri_nhan_vien_tren_9-Box_Grid_lien_quan_OpEx_va_dong_tien_nhu_the_nao_goc_nhin_CFO\" >How do employee positions on the 9-Box Grid relate to OpEx and cash flow (CFO&#039;s perspective)?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-37\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Dung_9-Box_Grid_de_xu_ly_underperformer_co_rui_ro_phap_ly_va_chi_phi_den_bu_nao\" >What are the legal risks and compensation costs associated with using a 9-Box Grid to handle underformers?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-38\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#RUI_RO_1_%E2%80%93_Thieu_bang_chung_hieu_suat_Evidence_Gap\" >RISK 1 \u2013 Lack of Performance Evidence (Evidence Gap)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-39\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#B_RUI_RO_2_%E2%80%93_Thieu_lo_trinh_cai_thien_No_PIP_No_Fair_Chance\" >B. RISK 2 \u2013 Lack of a Plan for Improvement (No PIP \/ No Fair Chance)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-40\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#C_RUI_RO_3_%E2%80%93_Thieu_bien_ban_calibration_Governance_Failure\" >C. RISK 3 \u2013 Lack of calibration record (Governance Failure)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-41\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Bang_%E2%80%9CPerformance_Metrics_theo_phong_ban%E2%80%9D_de_trien_khai_9-Box_Grid_bang_du_lieu\" >Table \u201cPerformance Metrics by Department\u201d for implementing a 9-Box Grid using data<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-42\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Uu_diem_va_han_che_cua_mo_hinh_9-Box_Grid_la_gi\" >What are the advantages and disadvantages of the 9-Box Grid model?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-43\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Uu_diem_cua_mo_hinh_9-Box_Grid_la_gi\" >What are the advantages of the 9-Box Grid model?\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-44\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Han_che_cua_mo_hinh_9-Box_Grid_la_gi\" >What are the limitations of the 9-Box Grid model?\u00a0<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-45\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Cau_hoi_thuong_gap_ve_mo_hinh_9-Box_Grid_FAQ\" >Frequently Asked Questions about the 9-Box Grid Model (FAQ)<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-46\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9-Box_Grid_co_phu_hop_cho_doanh_nghiep_vua_va_nho_khong\" >Is a 9-Box Grid suitable for small and medium-sized businesses?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-47\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Lam_sao_chuyen_%E2%80%9CPotential%E2%80%9D_thanh_du_lieu_cho_payroll_forecasting_trong_FP_A\" >How can we convert &quot;Potential&quot; data into payroll forecasting data in FP&amp;A?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-48\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Chi_phi_an_cua_nhom_%E2%80%9Chieu_suat_trung_binh_%E2%80%93_tiem_nang_thap%E2%80%9D_so_voi_tuyen_moi_tinh_the_nao\" >What are the hidden costs of hiring a &quot;medium-performing, low-potential&quot; group compared to hiring new employees?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-49\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Dung_du_lieu_Expense_Management_de_danh_gia_%E2%80%9Ctuan_thu_hieu_suat%E2%80%9D_trong_9-box_nhu_the_nao\" >How can we use Expense Management data to assess \u201ccompliance &amp; performance\u201d in the 9-box?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-50\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Moi_lien_he_giua_9-box_cua_Sales_va_DSO_la_gi\" >What is the connection between the 9-box of Sales and DSO?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-51\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#ROI_dao_tao_nen_do_the_nao_de_khong_%E2%80%9Cdao_tao_dan_trai%E2%80%9D\" >How should training ROI be measured to avoid &quot;scattered training&quot;?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-52\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Calibration_can_bao_nhieu_vong_va_ai_nen_tham_gia\" >How many laps are needed for calibration, and who should participate?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-53\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#9-box_grid_khac_gi_forced_ranking\" >How is a 9-box grid different from forced ranking?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-54\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Bizzi_BotExpenseARM_ho_tro_gi_cho_9-box_neu_doanh_nghiep_muon_%E2%80%9Cdinh_luong_hoa%E2%80%9D_Performance\" >What support does Bizzi Bot\/Expense\/ARM offer to 9-box systems if businesses want to &quot;quantify&quot; performance?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-55\" href=\"https:\/\/bizzi.vn\/en\/9-box-grid-model\/#Ket_luan\" >Conclude<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Mo_hinh_9-Box_Grid_9_Box_grid_la_gi_va_duoc_dung_de_ra_quyet_dinh_nhu_the_nao\"><\/span><strong>What is the 9-Box Grid model and how is it used for decision-making?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box Grid is a performance and potential-based employee evaluation matrix that helps businesses categorize talent to make systematic decisions about development, succession, retention, rotation, or PIP (Project-Investment Planning).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The 9-Box Grid model is a human resource management tool used to evaluate and classify personnel based on two main axes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Current performance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Potential for future growth<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"9-Box_Grid_duoc_dung_de_ra_quyet_dinh_nhu_the_nao\"><\/span><strong>How is the 9-Box Grid used for decision-making?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The primary goal of the 9-Box Grid is to help leaders make the right decisions about developing, retaining, rotating, or replacing personnel, especially in key person roles and succession planning.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Training &amp; Development Decisions<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boxes 7, 8, 9 \u2192 Priority:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Leadership training<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Mentoring \/ Coaching<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Stretch assignment<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Succession and Promotion Decisions<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boxes 8 &amp; 9 \u2192 Main source for:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Success planning<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Promotion track<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Assign lead\/manager roles<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Decision to retain staff<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boxes 3, 6, and 9 are needed.<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Clear career path<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Competitive compensation policy<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Recognition<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Decision to rotate or improve performance<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boxes 4 &amp; 7 \u2192 Action plan:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Change to a more suitable location.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Skills training is lacking.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Follow-up for 3\u20136 months<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Decision to replace or remove<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Box 1 \u2192 After:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Coaching<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">PIP (Performance Improvement Plan)<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> If there is no improvement: consider exiting.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<figure id=\"attachment_999979799\" aria-describedby=\"caption-attachment-999979799\" style=\"width: 1200px\" class=\"wp-caption alignnone\"><img fetchpriority=\"high\" decoding=\"async\" class=\"wp-image-999979799\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1.png\" alt=\"9-box-grid-model\" width=\"1200\" height=\"874\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1.png 1440w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1-300x219.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1-1024x746.png 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1-768x559.png 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-1-16x12.png 16w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><figcaption id=\"caption-attachment-999979799\" class=\"wp-caption-text\">The primary goal of the 9-Box Grid is to help leaders make the right decisions about developing, retaining, rotating, or replacing personnel, especially in key person roles and succession planning.<\/figcaption><\/figure>\n<h2><span class=\"ez-toc-section\" id=\"9-Box_Grid_phan_loai_nhan_su_theo_truc_Performance_va_Potential_nhu_the_nao\"><\/span><strong>How does the 9-Box Grid categorize personnel along the Performance and Potential axes?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box Grid uses two axes: Performance reflects the results of achieving goals; Potential reflects the ability to take on a larger role in the future. Combining the two axes creates 9 different action groups, from &quot;star\/HighPo&quot; to &quot;needs improvement&quot;.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The model is a 3\u00d73 = 9-cell matrix, with:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Vertical axis \u2013 Performance<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Short<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medium<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">High<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Horizontal axis \u2013 Potential<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Short<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medium<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">High<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00a0Each employee will be placed in one of nine cells. The meaning of each group in the 9-Box Grid.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Box<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Characteristic<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Common way of calling<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">1. Low Performance \u2013 Low Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Poor performance, limited growth potential.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Underformer<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">2. Medium Performance \u2013 Low Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Stable job, difficult to break through.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Draw propose<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">3. High Performance \u2013 Low Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Highly skilled in their field but find it difficult to advance to management positions.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Expert \/ Specialist<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">4. Low Performance \u2013 Medium Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Not yet met KPIs, but has potential.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Unpolished talent<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">5. Medium Performance \u2013 Medium Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Key personnel<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Core salary<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">6. High Performance \u2013 Medium Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">If you do well, you may be promoted to a higher role.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Emerging leader<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">7. Low Performance \u2013 High Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Not performing well, needs training.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">High potential \u2013 low delivery<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">8. Medium Performance \u2013 High Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Potential successors<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Dual leader<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">9. High Performance \u2013 High Potential<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Strategic talent<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Hi-Po \/ Top Talent<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><\/h3>\n<figure id=\"attachment_999979800\" aria-describedby=\"caption-attachment-999979800\" style=\"width: 1071px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"wp-image-999979800 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2.webp\" alt=\"9-box-grid-model\" width=\"1071\" height=\"672\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2.webp 1071w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2-300x188.webp 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2-1024x643.webp 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2-768x482.webp 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-2-18x12.webp 18w\" sizes=\"(max-width: 1071px) 100vw, 1071px\" \/><figcaption id=\"caption-attachment-999979800\" class=\"wp-caption-text\">The 9-Box Grid uses two axes: Performance reflects the results of achieving goals; Potential reflects the ability to take on a larger role in the future.<\/figcaption><\/figure>\n<h3><span class=\"ez-toc-section\" id=\"Truc_Performance_trong_9-Box_Grid_nen_do_bang_chi_so_nao_de_CFO_tin_duoc\"><\/span><strong>What performance metrics should be used in a 9-Box Grid to gain the CFO&#039;s trust?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Performance must be measurable, verifiable, traceable, and comparable. It shouldn&#039;t be based on subjective feelings or &quot;assessments for the sake of appearances.&quot; <\/span><span style=\"font-weight: 400;\">Below is a standard CFO-grade performance index framework, used by many businesses when linking the 9-Box Grid to compensation, benefits, and human resource budget decisions.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"A_KPIOKR_ket_qua_%E2%80%93_bat_buoc\"><\/span><span style=\"font-weight: 400;\">(A) KPI\/OKR results \u2013 <\/span><i><span style=\"font-weight: 400;\">obligatory<\/span><\/i><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Role type<\/span><\/td>\n<td><span style=\"font-weight: 400;\">CFO Trust Index<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Sales<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% achieved revenue, Gross Margin, and DSO.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Marketing<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Campaign ROI, CAC, Revenue attributed<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Finance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Closing cycle, Error rate, Cash forecast accuracy<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Ops \/ SCM<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Inventory turnover, OTD, Cost saving<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">HR<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Cost\/Headcount, Attrition key role<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Brand \/ Beauty<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Sell-out, GM%, inventory aging<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Scoring method (example):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u2265110% target \u2192 5 points<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">95\u2013109% \u2192 4 points<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">80\u201394% \u2192 3 points<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">65\u201379% \u2192 2 points<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">&lt;65% \u2192 1 point<\/span><\/li>\n<\/ul>\n<h4><span class=\"ez-toc-section\" id=\"B_Chat_luong_thuc_thi_rui_ro_%E2%80%93_CFO_rat_quan_tam\"><\/span><span style=\"font-weight: 400;\">(B) Execution quality &amp; risk \u2013 <\/span><i><span style=\"font-weight: 400;\">The CFO is very interested.<\/span><\/i><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Index<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Meaning<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Error rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Errors, rework, claim<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Deadline<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Late payments impact cash flow.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">compliance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Procedure violations, audit<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cost variance<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Budget deficit<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Employees meet KPIs but pose risks \u2192 Performance cannot be ranked highly.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"C_Execution_behavior_do_duoc\"><\/span><span style=\"font-weight: 400;\">(C) Execution behavior (measurable)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Don&#039;t measure &quot;attitude,&quot; only measure consequential behavior:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Index<\/span><\/td>\n<td><span style=\"font-weight: 400;\">How to measure<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">% tasks completed without reminder<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Cross-function impact<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Number of interdepartmental projects<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Improvement initiative<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Cost-saving\/efficiency improvement initiatives<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Manager feedback<\/span><\/td>\n<td><span style=\"font-weight: 400;\">There&#039;s a form, no verbal feedback.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"Truc_Potential_trong_9-Box_Grid_nen_do_bang_tieu_chi_nao_de_khong_bien_thanh_%E2%80%9Ccam_giac%E2%80%9D\"><\/span><strong>What criteria should be used to measure the Potential axis in a 9-Box Grid to avoid becoming a mere &quot;feeling&quot;?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">If Performance is a number, then Potential must be a number. <\/span><i><span style=\"font-weight: 400;\">The probability of generating higher performance in the future.<\/span><\/i><span style=\"font-weight: 400;\"> \u2013 not just a feeling of &quot;having the aptitude.&quot; To prevent the Potential axis from becoming subjective, it needs to be measured by predictable future behavior with repeatable evidence.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Potential should be based on evidence of competence, leadership behavior, and learning agility, linked to the level of readiness for succession. Potential doesn&#039;t mean &quot;currently excellent,&quot; but rather &quot;capable of handling greater responsibilities.&quot;<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"1_Learning_Agility_%E2%80%93_toc_do_hoc_thich_nghi_bat_buoc\"><\/span><span style=\"font-weight: 400;\">(1) Learning Agility \u2013 speed of learning &amp; adaptation (required)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Measurement question<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Observation signs<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Is it a quick learning process?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fast onboarding, requires little instruction.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Is this applicable?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Transform new knowledge into results.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Is the change of setting a good one?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Able to work outside the original scope<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Not measured by feeling, measured by:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time to achieve 80% performance on the new task<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Number of feedback loops needed to get it right<\/span><\/li>\n<\/ul>\n<h4><span class=\"ez-toc-section\" id=\"2_Ability_to_Handle_Complexity_%E2%80%93_ganh_do_phuc_tap\"><\/span><span style=\"font-weight: 400;\">(2) Ability to Handle Complexity \u2013 carrying complexity<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Level<\/span><\/td>\n<td><span style=\"font-weight: 400;\">For example<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Task<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Perform assigned tasks.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Project<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Managing multiple tasks<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">System<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Understanding cross-function effects<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Strategic<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Trade-off decision<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">High potential = able to handle more variables, not just faster.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"3_Leadership_Behaviors_ke_ca_chua_lam_manager\"><\/span><span style=\"font-weight: 400;\">(3) Leadership Behaviors (including those not yet managers)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Don&#039;t measure &quot;leadership qualities,&quot; measure behavior:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Behavior<\/span><\/td>\n<td><span style=\"font-weight: 400;\">How to prove it<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Take the initiative to take on challenging tasks.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Image<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Others listen and follow.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Decision-making<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Dare to make decisions in the face of data scarcity.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Talent lift<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Help others do better.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h4><span class=\"ez-toc-section\" id=\"4_Motivation_Career_Aspiration_%E2%80%93_dong_luc_ben\"><\/span><span style=\"font-weight: 400;\"> (4) Motivation &amp; Career Aspiration \u2013 Sustainable Motivation<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Potential doesn&#039;t exist without motivation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Measured by:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Be prepared to take on more challenging tasks without immediate payment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pursuing long-term goals<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proactively ask for feedback and challenges.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">CFOs hate making mistakes: <\/span><i><span style=\"font-weight: 400;\">Highly capable but unwilling to take on extra responsibility.<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"5_Value_Risk_Alignment_%E2%80%93_muc_do_%E2%80%9Can_toan_khi_trao_quyen%E2%80%9D\"><\/span><span style=\"font-weight: 400;\">(5) Value &amp; Risk Alignment \u2013 the level of \u201csafety when empowering\u201d<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<table style=\"width: 45.8216%;\">\n<tbody>\n<tr>\n<td style=\"width: 27.451%;\"><span style=\"font-weight: 400;\">Token<\/span><\/td>\n<td style=\"width: 101.495%;\"><span style=\"font-weight: 400;\">Meaning<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 27.451%;\"><span style=\"font-weight: 400;\">Follow<\/span><\/td>\n<td style=\"width: 101.495%;\"><span style=\"font-weight: 400;\">Don&#039;t break the process.<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 27.451%;\"><span style=\"font-weight: 400;\">Judgment<\/span><\/td>\n<td style=\"width: 101.495%;\"><span style=\"font-weight: 400;\">Don&#039;t trade risk for KPIs.<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 27.451%;\"><span style=\"font-weight: 400;\">Trust theory<\/span><\/td>\n<td style=\"width: 101.495%;\"><span style=\"font-weight: 400;\">Assigned a sensitive task.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">High potential but high risk \u2192 should not be placed in the top box.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"9_o_trong_9-Box_Grid_dai_dien_cho_nhom_nhan_su_nao_va_hanh_dong_uu_tien_la_gi\"><\/span><strong>What personnel groups and priority actions do the 9 cells in the 9-Box Grid represent?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box Grid isn&#039;t about &quot;ranking people,&quot; but about answering three crucial survival questions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who is the future?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who is keeping the system running?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who needs to make a definitive decision?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Below is how to group the 9 cells of the 9-Box Grid into 3 high-level clusters (Star \/ Core \/ Underperformer), along with naming conventions that are &quot;different enough to avoid clich\u00e9s&quot; but still easily recognizable, and prioritizing actions in line with leadership and CFO principles.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Cum_STAR_Hi-Po_High_Potential_%C2%B1_High_Performance\"><\/span><strong>STAR \/ Hi-Po cluster (High Potential \u00b1 High Performance)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 8 \u2013 9 \u2013 part of Box 6)<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><strong>Box<\/strong><\/td>\n<td><strong>Suggested names<\/strong><\/td>\n<td><strong>Feature<\/strong><\/td>\n<td><strong>Priority action<\/strong><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">9 (HP\u2013HP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Star<\/span><\/td>\n<td><span style=\"font-weight: 400;\">High performance + ability to take on a bigger role<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Succession plan, fast-track, retention package<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">8 (MP\u2013HP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Future Maker<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Not yet a top performer, but clearly has leadership potential.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Stretch assignment, C-level mentor<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">6 (HP\u2013MP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Rising Leader<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Well done, ready to expand the scope.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Cross-departmental project, trying out the lead role.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Strategy<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maximum 10\u201315% organizations<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not distribute rewards evenly \u2192 concentrate investments<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Directly linked to succession and 2-3 year strategy.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Cum_CORE_xuong_song_van_hanh\"><\/span><strong>CORE unit (operational backbone)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 3 \u2013 5 \u2013 part of Box 2)<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Box<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Suggested names<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Feature<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Priority action<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">5 (MP\u2013MP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Key Contributor<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Core, stable personnel<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Retention, clear career path.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">3 (HP\u2013LP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Expert \/ Specialist<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Highly skilled in their field, but doesn&#039;t want a management position.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Compensation based on depth, no pressure to find leads.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">2 (MP\u2013LP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Workhorse<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Do things consistently, with few breakthroughs.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Optimizing processes, standardizing work.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Strategy<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">50\u201370% organization<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No need to &quot;force yourself to become a star&quot;.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The biggest risk: being overlooked \u2192 silent attrition<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Cum_UNDERPERFORMER_vung_can_quyet_dinh\"><\/span><strong>UNDERPERFORMER cluster (decision-making area)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 1 \u2013 4 \u2013 7)<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Box<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Suggested names<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Feature<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Priority action<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">7 (LP\u2013HP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Dilemma<\/span><\/td>\n<td><span style=\"font-weight: 400;\">They have the potential but haven&#039;t achieved results yet.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Coaching + testing for 3-6 months<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">4 (LP\u2013MP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Unpolished<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Not suitable for the current location.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Rotation or retraining<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">1 (LP\u2013LP)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Underformer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Ineffective, no potential.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">PIP \u2192 exit if no improvement<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">Strategy<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Don&#039;t leave it &quot;pending&quot;.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Everyone must have a deadline for making decisions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The CFO is very interested in this cluster because of its impact on cost and morale.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Quy_trinh_trien_khai_9-Box_Grid_theo_chu_ky_danh_gia_gom_nhung_buoc_nao_de_tranh_bias\"><\/span><strong>What steps are involved in the 9-Box Grid implementation process with a review cycle to avoid bias?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">To implement a 9-Box Grid with a review cycle without turning into a \u201cfeel-out meeting,\u201d the process must be designed as a decision-making pipeline with anti-bias checkpoints at each step.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below is a standard 7-step process, currently being adopted by many businesses when linking the 9-Box to rewards, succession planning, and human resource budgeting.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Buoc_1_Chuan_hoa_tieu_chi_Truoc_ky_danh_gia\"><\/span><strong>Step 1: Standardize criteria (Before the evaluation)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: Block <\/span><i><span style=\"font-weight: 400;\">halo effect<\/span><\/i><span style=\"font-weight: 400;\"> from the beginning<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What to do<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Closing Performance rubric (KPI, quality, risk)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Potential rubric (learning agility, complexity, leadership)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Define clearly:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">High \/ Medium \/ Low = how many points<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This applies to the entire company, not customized for individual managers.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Buoc_2_Thu_thap_du_lieu_doc_lap\"><\/span><strong>Step 2: Collect independent data<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: To separate data from reviewers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Data sources<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">KPI \/ OKR system<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ERP \/ BI \/ Finance dashboard<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Multi-source feedback (360-degree feedback if available)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Project results, audit, PIP<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">HR\/Finance prepares the data; line managers do not provide the numbers themselves.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Buoc_3_Danh_gia_ca_nhan_Individual_Scoring\"><\/span><strong>Step 3: Individual Scoring<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: To avoid the \u201cmeeting room effect\u201d.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Making<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Each line manager scores independently.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Fill in:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Performance singer<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Potential price<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Required supporting documents (2\u20133 bullet points)<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Do not show other people&#039;s reviews at this stage.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Buoc_4_Ra_soat_minh_chung_Evidence_Review\"><\/span><strong>Step 4: Evidence Review<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: Eliminate subjective feelings before arranging the boxes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Required question<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evidence includes:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Repeat \u2265 2 times?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Are the results specific?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Is it comparable to a peer?<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">HR plays the role of &quot;bias police,&quot; not secretary.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Buoc_5_Calibration_Meeting_Trong_yeu_nhat\"><\/span><strong>Step 5: Calibration Meeting (Most important)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: To ensure fairness and consistency.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ingredient<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Line Pool<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">HR<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Finance (or representative)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The Golden Rule<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Let&#039;s not discuss each person individually \u2192 let&#039;s discuss each box separately.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Peer comparison, comparison between colleagues of the same rank and role.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Each adjustment box must answer:<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00a0&quot;If this person were on a different team, would the outcome be different?&quot;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">CFOs typically require:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">% Star \u2264 10\u201315%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Underformer \u2265 5\u201310% (avoid the &quot;everyone is good&quot; label)<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"BUOC_6_Gan_quyet_dinh_hanh_dong\"><\/span><strong>STEP 6. Link the decision and the action.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: The 9-Box creates actions, not slides.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Mapping is required.<\/span><\/p>\n<table style=\"width: 47.0138%;\">\n<tbody>\n<tr>\n<td style=\"width: 46.8274%;\"><span style=\"font-weight: 400;\">Box<\/span><\/td>\n<td style=\"width: 103.374%;\"><span style=\"font-weight: 400;\">Decision<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 46.8274%;\"><span style=\"font-weight: 400;\">Star<\/span><\/td>\n<td style=\"width: 103.374%;\"><span style=\"font-weight: 400;\">Success, retention<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 46.8274%;\"><span style=\"font-weight: 400;\">core<\/span><\/td>\n<td style=\"width: 103.374%;\"><span style=\"font-weight: 400;\">Development plan<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 46.8274%;\"><span style=\"font-weight: 400;\">Dilemma<\/span><\/td>\n<td style=\"width: 103.374%;\"><span style=\"font-weight: 400;\">3\u20136 months test<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 46.8274%;\"><span style=\"font-weight: 400;\">Underformer<\/span><\/td>\n<td style=\"width: 103.374%;\"><span style=\"font-weight: 400;\">PIP \/ Exit<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"BUOC_7_Theo_doi_danh_gia_lai_Post-review\"><\/span><strong>STEP 7. Follow-up &amp; Post-review<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Objective: To verify the accuracy of Potential.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What to do<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Review after 6\u201312 months:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">How many Hi-Po (High-Pod) projects have been successful?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">How many stars experienced a drop in performance?<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adjust the criteria if necessary.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Potential is only true when tested over time.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Action_playbook_theo_tung_nhom_9-Box_Grid_nen_thiet_ke_the_nao_de_tao_ROI_nhan_su\"><\/span><strong>How should an action playbook with a 9-Box Grid be designed to generate employee ROI?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box approach only generates ROI when each box is accompanied by a financial decision. For the 9-Box Grid action playbook to truly generate human resource ROI, the mindset must shift from: &quot;Each box represents a unique investment and return on investment problem.&quot;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below is the Action Playbook, organized into 9-Box groups, designed according to CFO logic: <\/span><i><span style=\"font-weight: 400;\">How much to invest \u2013 what are the expected returns \u2013 how to measure them?<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"STAR_Hi-Po_%E2%80%93_Tang_truong_tuong_lai\"><\/span><strong>STAR \/ Hi-Po \u2013 Future Growth<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 9 \u2013 8 \u2013 6)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">ROI objectives<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase leadership bench strength<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce succession risk<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retain high-value employees.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Priority action:\u00a0<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Action<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Target<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Expected ROI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">stretch<\/span><\/td>\n<td><span style=\"font-weight: 400;\">A real skills test<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Probability of succession increases.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Strategic project<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Create impact<\/span><\/td>\n<td><span style=\"font-weight: 400;\">over\/cost leverage<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">C-level Mentor<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Accelerate growth<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Role availability time \u2193<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Retention package<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Retain people<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Replacement cost \u2193<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"CORE_%E2%80%93_Toi_uu_hieu_suat_hien_tai\"><\/span><strong>CORE \u2013 Optimize current performance<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 5 \u2013 3 \u2013 2)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">ROI objectives<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maintain system stability.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maximize output\/headcount<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce hidden attraction<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Priority Action<\/span><\/p>\n<table style=\"width: 68.9743%;\">\n<tbody>\n<tr>\n<td style=\"width: 38.1313%;\"><span style=\"font-weight: 400;\">Action<\/span><\/td>\n<td style=\"width: 33.5859%;\"><span style=\"font-weight: 400;\">Target<\/span><\/td>\n<td style=\"width: 75.2216%;\"><span style=\"font-weight: 400;\">Expected ROI<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 38.1313%;\"><span style=\"font-weight: 400;\">Skill deepening<\/span><\/td>\n<td style=\"width: 33.5859%;\"><span style=\"font-weight: 400;\">Increase productivity<\/span><\/td>\n<td style=\"width: 75.2216%;\"><span style=\"font-weight: 400;\">Output\/FTE \u2191<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 38.1313%;\"><span style=\"font-weight: 400;\">Process<\/span><\/td>\n<td style=\"width: 33.5859%;\"><span style=\"font-weight: 400;\">Reduce waste<\/span><\/td>\n<td style=\"width: 75.2216%;\"><span style=\"font-weight: 400;\">Cost saving<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 38.1313%;\"><span style=\"font-weight: 400;\">Career clarity<\/span><\/td>\n<td style=\"width: 33.5859%;\"><span style=\"font-weight: 400;\">Retain<\/span><\/td>\n<td style=\"width: 75.2216%;\"><span style=\"font-weight: 400;\">Attitude \u2193<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 38.1313%;\"><span style=\"font-weight: 400;\">Recognition targeted<\/span><\/td>\n<td style=\"width: 33.5859%;\"><span style=\"font-weight: 400;\">Increase engagement<\/span><\/td>\n<td style=\"width: 75.2216%;\"><span style=\"font-weight: 400;\">Sustainable performance<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"UNDERPERFORMER_%E2%80%93_Cat_lo_hoac_dao_chieu\"><\/span><strong>UNDERPERFORMER \u2013 Stop loss or reversal<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">(Box 7 \u2013 4 \u2013 1)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">ROI objectives<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce sunk costs.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unleash your true potential.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Clear the way for good talent.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\u00a0Priority Action<\/span><\/p>\n<table style=\"width: 57.0885%;\">\n<tbody>\n<tr>\n<td style=\"width: 35.8277%;\"><span style=\"font-weight: 400;\">Action<\/span><\/td>\n<td style=\"width: 36.7347%;\"><span style=\"font-weight: 400;\">Target<\/span><\/td>\n<td style=\"width: 41.9501%;\"><span style=\"font-weight: 400;\">Expected ROI<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 35.8277%;\"><span style=\"font-weight: 400;\">Coaching has deadlines.<\/span><\/td>\n<td style=\"width: 36.7347%;\"><span style=\"font-weight: 400;\">Rapid test<\/span><\/td>\n<td style=\"width: 41.9501%;\"><span style=\"font-weight: 400;\">Recovery \/ Exit<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 35.8277%;\"><span style=\"font-weight: 400;\">Role re-fit<\/span><\/td>\n<td style=\"width: 36.7347%;\"><span style=\"font-weight: 400;\">The right person for the right job.<\/span><\/td>\n<td style=\"width: 41.9501%;\"><span style=\"font-weight: 400;\">Performance \u2191<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 35.8277%;\"><span style=\"font-weight: 400;\">PIP<\/span><\/td>\n<td style=\"width: 36.7347%;\"><span style=\"font-weight: 400;\">A decisive decision<\/span><\/td>\n<td style=\"width: 41.9501%;\"><span style=\"font-weight: 400;\">Cost leak \u2193<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 35.8277%;\"><span style=\"font-weight: 400;\">Controlled Exit<\/span><\/td>\n<td style=\"width: 36.7347%;\"><span style=\"font-weight: 400;\">Reduce losses<\/span><\/td>\n<td style=\"width: 41.9501%;\"><span style=\"font-weight: 400;\">Team morale \u2191<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><span class=\"ez-toc-section\" id=\"9-Box_Grid_lien_ket_voi_ngan_sach_nhan_su_va_FP_A_nhu_the_nao_de_du_bao_payroll_va_chi_phi_phat_trien\"><\/span><strong>How does the 9-Box Grid link with HR and FP&amp;A budgets to forecast payroll and development costs?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box isn&#039;t just for &quot;assessing people,&quot; but to answer this question: <\/span><i><span style=\"font-weight: 400;\">&quot;Where should the money be invested \u2013 who should we retain \u2013 who should we develop \u2013 where should we recruit new players?&quot;<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Main budget lines:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll (fixed salary and bonuses)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<a href=\"https:\/\/bizzi.vn\/chi-phi-tuyen-dung-la-gi\/\">training costs<\/a> - develop)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recruitment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility (rotation \/ succession \/ stretch assignment)<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"A_High_Performance_%E2%80%93_High_Potential\"><\/span><strong>A. High Performance \u2013 High Potential<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Target<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retain<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Preparing for succession<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maximize employee ROI<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Budget allocation<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Salaries in the top quartile<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Performance-based rewards &amp; leadership impact<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Leadership program<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">One-on-one coaching<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Strategic \/ cross-functional skills<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Long-term incentive (ESOP, retention bonus 2\u20133 years)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">A clear career roadmap.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">7<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">No priority (internal pipeline already in place)<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">stretch<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Strategic, international, interdepartmental project<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"B_High_Performance_%E2%80%93_Medium_Potential\"><\/span><strong>B. High Performance \u2013 Medium Potential<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Target<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Maintain performance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Expanding professional capabilities<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Budget allocation<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Competitive Market Pay<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Bonuses are closely tied to KPIs.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Enhance specialized skills<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Upskill through technology\/process<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Recognition, skill-based allowance<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">7<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">No priority<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Job enrichment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Horizontal move (more in-depth, not necessarily management)<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"C_Medium_Performance_%E2%80%93_High_Potential\"><\/span><strong>C. Medium Performance \u2013 High Potential<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Target<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Selective investing<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Verify potential<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Budget allocation<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Market average salary<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Performance-based rewards<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Core skills + leadership foundation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Mentoring \/ buddy system<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Transparent career path (12\u201318 months)<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">7<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Limit external recruitment for succession positions.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Rotation, project-based learning<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"D_Medium_Low_Performance_%E2%80%93_Medium_Low_Potential\"><\/span><strong>D. Medium \/ Low Performance \u2013 Medium \/ Low Potential<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Target<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Stable operation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cost Control<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Budget allocation<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Maintain at market median level.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Limited salary increases<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Required training (process, compliance, foundational skills)<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">No priority<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">7<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Only when replacement is mandatory.<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Internal reassignment if appropriate.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"E_Low_Performance_%E2%80%93_Low_Potential\"><\/span><strong>E. Low Performance \u2013 Low Potential<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Target<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce risk<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Free up budget funds.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Budget allocation<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">No increase<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Tight cost control<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">\u00a0Stop investing<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retention Package<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">\u00a0Not applicable<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">7<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Prepare a budget for new recruitment.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mobility<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">\u00a0No priority<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Vi_tri_nhan_vien_tren_9-Box_Grid_lien_quan_OpEx_va_dong_tien_nhu_the_nao_goc_nhin_CFO\"><\/span><strong>How do employee positions on the 9-Box Grid relate to OpEx and cash flow (CFO&#039;s perspective)?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-box model impacts OpEx and cash flow through HR decisions: retention, training, new hires, and performance improvement. When performance is measured by operational and financial data, CFOs can identify which teams create value, which create \u201chidden costs,\u201d and prioritize investments accordingly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below is a breakdown of each 9-Box group from the OpEx &amp; Cash Flow perspective.<\/span><\/p>\n<table style=\"width: 100%;\">\n<tbody>\n<tr>\n<td style=\"width: 21.3096%;\"><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">Opera<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Cash Flow<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.3096%;\"><span style=\"font-weight: 400;\">A. High Performance \u2013 High Potential<\/span><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">High payroll \u2192 Increased opEx<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">But the cost per unit of value generated is low.<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Increase:<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue (decision quality, speed)<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Operational efficiency \u2192 reduced working capital lock<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Reduce:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recruitment costs<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mis-decision costs<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.3096%;\"><span style=\"font-weight: 400;\">B. High Performance \u2013 Medium Potential<\/span><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">Payroll is stable.<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Training focuses on professional skills.<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Stable and predictable cash flow.<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Low risk of volatility<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.3096%;\"><span style=\"font-weight: 400;\">C. Medium Performance \u2013 High Potential<\/span><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">Training and mentoring increase \u2192 OpEx increases first.<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">ROI is not yet recognized.<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Short term:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> \u2192 Negative or neutral<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Medium to long term:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> \u2192 Reduce external recruitment<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> \u2192 Create an internal pipeline<\/span><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.3096%;\"><span style=\"font-weight: 400;\">D. Medium \/ Low Performance \u2013 Medium \/ Low Potential<\/span><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">Payroll accounts for a large proportion of the total.<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Raising wages doesn&#039;t create more output.<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Neutral or negative cash flow<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Prone to occurring:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Operational error<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Inventory<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bad debts<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 21.3096%;\"><span style=\"font-weight: 400;\">E. Low Performance \u2013 Low Potential<\/span><\/td>\n<td style=\"width: 34.9611%;\"><span style=\"font-weight: 400;\">Payroll = sunk cost<\/span><span style=\"font-weight: 400;\"><\/p>\n<p><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Training = a waste of time.<\/span><\/td>\n<td style=\"width: 42.6193%;\"><span style=\"font-weight: 400;\">Minus:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Delayed<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Process error<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increased control costs<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><span class=\"ez-toc-section\" id=\"Dung_9-Box_Grid_de_xu_ly_underperformer_co_rui_ro_phap_ly_va_chi_phi_den_bu_nao\"><\/span><strong>What are the legal risks and compensation costs associated with using a 9-Box Grid to handle underformers?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-box is merely a grouping tool; using it for &quot;ranking and yanking&quot; or improper dismissals can lead to disputes, compensation costs, and damage to the employer brand.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From a CFO + Risk Management perspective, the 9-Box Grid is only safe when accompanied by evidence mechanisms. If the 9-Box is used to handle underperformers without proper control, the business will not only &quot;lose people&quot; but also &quot;lose money and face lawsuits&quot;.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Legal risks and compensation costs when dealing with underformers.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"RUI_RO_1_%E2%80%93_Thieu_bang_chung_hieu_suat_Evidence_Gap\"><\/span><strong>RISK 1 \u2013 Lack of Performance Evidence (Evidence Gap)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Risk mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">9-Box reviews are relative.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Not replaceable:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">KPI for task assignment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Quantitative measurement results<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Warning record<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employees can sue for:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Subjective dismissal<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The evaluation lacks transparency.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Discrimination<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Costs may arise.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unlawful dismissal compensation (2\u201312 months&#039; salary)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Social insurance claims<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Court fees, lawyers<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Time-consuming to manage.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"B_RUI_RO_2_%E2%80%93_Thieu_lo_trinh_cai_thien_No_PIP_No_Fair_Chance\"><\/span><strong>B. RISK 2 \u2013 Lack of a Plan for Improvement (No PIP \/ No Fair Chance)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Risk mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees who are ranked lower will be disciplined immediately.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not have:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">PIP (Performance Improvement Plan)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Reasonable time for error correction<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Legally: Courts usually side with workers if they are not given &quot;opportunities for improvement.&quot;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Hidden costs<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compensation for unjustified dismissals is not improved.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compensation for loss of income<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Internal communications risk \/ employer branding<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"C_RUI_RO_3_%E2%80%93_Thieu_bien_ban_calibration_Governance_Failure\"><\/span><strong>C. RISK 3 \u2013 Lack of calibration record (Governance Failure)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Risk mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The 9-Box is decided by one manager.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not have:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Review Board<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Cross-departmental comparison<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Meeting minutes<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employees can sue for:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Subjective evaluation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personal retaliation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Inconsistent<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Indirect costs<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Losing the lawsuit due to weak procedures.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Loss of management credibility<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Human resource audit risks<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In short, the 9-Box helps you assess people, but only the records and processes protect your finances.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Bang_%E2%80%9CPerformance_Metrics_theo_phong_ban%E2%80%9D_de_trien_khai_9-Box_Grid_bang_du_lieu\"><\/span><strong>Table \u201cPerformance Metrics by Department\u201d for implementing a 9-Box Grid using data<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Below is a &quot;PERFORMANCE METRICS BY DEPARTMENT&quot; table for implementing a data-driven 9-Box Grid \u2013 the right CFO perspective: measuring value creation, not just effort.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Department<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Quantitative Performance KPIs (3\u20135 core KPIs)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Data sources<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Why reflect value?<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Suggested tracking tools<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Sales \/ Business Development<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Net Revenue<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 % reached target<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Gross Margin (%)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Customer-specific DSO<\/span><\/td>\n<td><span style=\"font-weight: 400;\">CRM, ERP, AR reporting<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Directly link cash-in<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Margin reflects the quality of the deal.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 DSO impacts cash flow<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Salesforce \/ HubSpot<\/span><\/p>\n<p><span style=\"font-weight: 400;\">SAP \/ Oracle<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Power BI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Marketing<\/span><\/td>\n<td><span style=\"font-weight: 400;\">CAC<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 ROAS \/ ROMI<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Cost per Lead<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 % Lead \u2192 Sale<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Ads platform, CRM, BI<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Measure pipeline effectiveness, not just reach.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Differentiate between creating money and burning money<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Meta Ads \/ Google Ads<\/span><\/p>\n<p><span style=\"font-weight: 400;\">GA4<\/span><\/p>\n<p><span style=\"font-weight: 400;\">CRM + BI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Finance \/ Accounting<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Days to close (D+?)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Invoice error rate (%)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 DSO \/ DPO<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Forecast accuracy (%)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP, AP\/AR system<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Reduce errors = reduce cash leaks<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 DSO\/DPO directly impacts OCF<\/span><\/td>\n<td><span style=\"font-weight: 400;\">SAP \/ Oracle<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bizzi \/ Tipalti<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Power BI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Supply Chain \/ Operations<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 OTIF (%)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Inventory Turnover<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Cost per unit<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Scrap\/defect rate<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP, WMS, Operations Report<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Reducing inventory = freeing up cash<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 OTIF impacts revenue<\/span><\/td>\n<td><span style=\"font-weight: 400;\">SAP \/ Oracle<\/span><\/p>\n<p><span style=\"font-weight: 400;\">WMS<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Power BI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Procurement<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Cost saving (%)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Purchase Price Variance (PPV)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 % vendor compliant<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP, PO data<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Cost savings = Direct increase in EBITDA<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Controlling suppliers reduces risks.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sourcing tools<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">HR<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Voluntary turnover (High\u2013High)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Time to Fill<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Cost per Hire<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 % internal promotion<\/span><\/td>\n<td><span style=\"font-weight: 400;\">HRES<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Maintaining high performance = maintaining future cash flow<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Reduce external recruitment costs<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Workday<\/span><\/p>\n<p><span style=\"font-weight: 400;\">SAP SuccessFactors<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">R&amp;D \/ Product<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Time to Market<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 % revenue from new products<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 R&amp;D cost \/ revenue<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ERP, Product report<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Measure future cash generation potential<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Connect potential to real data<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Jira<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Product BI<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Customer Service \/ CS<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 First Contact Resolution (%)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Cost per ticket<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Churn rate (%)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">CRM, CS system<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2022 Reduce churn = maintain LTV<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u2022 Good customer service preserves cash flow.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Zendesk<\/span><\/p>\n<p><span style=\"font-weight: 400;\">CRM<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">In short, the 9-Box isn&#039;t based on management&#039;s intuition, but on whether &quot;this employee is generating, retaining, or leaking cash flow.&quot;<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Uu_diem_va_han_che_cua_mo_hinh_9-Box_Grid_la_gi\"><\/span><strong>What are the advantages and disadvantages of the 9-Box Grid model?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-box system helps standardize personnel decisions and development\/succession priorities, but it can be flawed if criteria are vague, data is lacking, and calibration is insufficient. Businesses should not use the 9-box system as a tool for &quot;mass dismissal&quot; or as a replacement for proper performance management.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Uu_diem_cua_mo_hinh_9-Box_Grid_la_gi\"><\/span><strong>What are the advantages of the 9-Box Grid model?\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ol>\n<li><span style=\"font-weight: 400;\"> Clearly define talent segments (Talent Segmentation)<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personnel classification based on Performance \u00d7 Potential<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Helping leaders quickly identify &quot;who&#039;s who&quot; within the organization.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">Management value: No more management based on intuition or seniority.<\/li>\n<\/ul>\n<ol start=\"2\">\n<li><span style=\"font-weight: 400;\"> Resource Prioritization<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Avoid spreading the budget too thinly.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Focus on payroll, training, and retention for high-value teams.<\/span><\/li>\n<\/ul>\n<ol start=\"3\">\n<li><span style=\"font-weight: 400;\"> Support succession &amp; workforce planning<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify the internal successor.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce reliance on external recruitment.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase the certainty of your 12\u201336 month plan.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">Long-term impact: Decrease <a href=\"https:\/\/bizzi.vn\/chi-phi-tuyen-dung-la-gi\/\">recruitment costs<\/a>, reducing the risk of operational disruption<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><span style=\"font-weight: 400;\"> Common language between HR \u2013 Line \u2013 Finance<\/span><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">9-Box creates a common framework.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It&#039;s easier to discuss sensitive decisions: retain \u2013 develop \u2013 replace.<\/span><\/li>\n<\/ul>\n<figure id=\"attachment_999979801\" aria-describedby=\"caption-attachment-999979801\" style=\"width: 1024px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\"wp-image-999979801 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-3.png\" alt=\"9-box-grid-model 3\" width=\"1024\" height=\"768\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-3.png 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-3-300x225.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-3-768x576.png 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/mo-hinh-9-box-grid-3-16x12.png 16w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><figcaption id=\"caption-attachment-999979801\" class=\"wp-caption-text\">The 9-box system helps standardize personnel decisions and development\/succession priorities, but it can be flawed if criteria are vague, data is lacking, and calibration is insufficient.<\/figcaption><\/figure>\n<h3><span class=\"ez-toc-section\" id=\"Han_che_cua_mo_hinh_9-Box_Grid_la_gi\"><\/span><strong>What are the limitations of the 9-Box Grid model?\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The 9-Box isn&#039;t dangerous because of the model \u2013 it&#039;s dangerous because of how it&#039;s used.<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\"> Bias \u2013 The most common failure mode.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Halo effect, recency bias<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Management evaluates performance based on emotions, not data.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Talented people are underestimated.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The average person gets a &quot;boost in score&quot;.<\/span><\/li>\n<\/ul>\n<ol start=\"2\">\n<li><span style=\"font-weight: 400;\"> Forced Ranking \u2013 Distorting Reality<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There must be enough people in each square.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Turn 9-Box into a forced ranking system.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Creating unfair competition<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Internal loss of motivation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Succession data discrepancies<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">9-Box should not be used as a forced ranking system.<\/span><\/p>\n<ol start=\"3\">\n<li><span style=\"font-weight: 400;\"> Labeling Risk \u2013 the risk of &quot;labeling people&quot;<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personnel labeled as &quot;low potential&quot;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This label has not been updated.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Self-sabotage<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Violation of the principle of equitable development.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increased legal risk if used for exit purposes.<\/span><\/li>\n<\/ul>\n<ol start=\"4\">\n<li><span style=\"font-weight: 400;\"> Lack of data \u2013 turning 9-Box into a matter of intuition.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There are no quantifiable KPIs.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lack of standardization between departments.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Performance does not reflect true value.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The CFO cannot be tied to Operations &amp; Cash Flow.<\/span><\/li>\n<\/ul>\n<ol start=\"5\">\n<li><span style=\"font-weight: 400;\"> Lack of calibration \u2013 a governance risk.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">1. Manager self-assessment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There is no peer review panel.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Inconsistent scoring<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prone to complaints and disputes.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Loss of internal trust<\/span><\/li>\n<\/ul>\n<ol start=\"6\">\n<li><span style=\"font-weight: 400;\"> Without follow-up, the 9-Box becomes just a &quot;pretend slide&quot;.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Failure mode mechanism<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Once arranged, leave it there.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Not tied to specific actions<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Consequences<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No performance improvement<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do not create a successor pipeline.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Loss of HR credibility<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Cau_hoi_thuong_gap_ve_mo_hinh_9-Box_Grid_FAQ\"><\/span><strong>Frequently Asked Questions about the 9-Box Grid Model (FAQ)<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Below is a compilation of frequently asked questions about the 9-Box Grid model, along with detailed answers.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"9-Box_Grid_co_phu_hop_cho_doanh_nghiep_vua_va_nho_khong\"><\/span><strong>Is a 9-Box Grid suitable for small and medium-sized businesses?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Yes, if implemented appropriately to the organization&#039;s level of maturity.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Small and medium-sized enterprises don&#039;t need complex matrices or overly detailed data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Minimum requirements:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">There is a clear evaluation cycle (6 months \/ 1 year)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">There is basic performance data (KPIs, work results).<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recommended method:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Use a 3-level rating scale (Low \/ Medium \/ High)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Prioritize calibration among managers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Focus on the action plan after the 9-Box instead of &quot;drawing a matrix for aesthetics&quot;.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For SMEs, the value of the 9-Box lies in the action, not in the sophistication of the framework.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Lam_sao_chuyen_%E2%80%9CPotential%E2%80%9D_thanh_du_lieu_cho_payroll_forecasting_trong_FP_A\"><\/span><strong>How can we convert &quot;Potential&quot; data into payroll forecasting data in FP&amp;A?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Potential is not directly included in the budget, but must be translated into a personnel scenario.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The standard method:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Potential \u2192 readiness (level of readiness to take on a higher role)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Develop scenario planning in teams:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">HiPo \/ Star: Promotion prospects, development programs, retention packages<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Core: Salary increase in line with market rates.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Integrate these scenarios into the payroll forecasting model.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Monitor Plan vs Actual to adjust assumptions.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">CFOs don&#039;t &quot;believe&quot; in potential; CFOs believe in scenarios and probabilities.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Chi_phi_an_cua_nhom_%E2%80%9Chieu_suat_trung_binh_%E2%80%93_tiem_nang_thap%E2%80%9D_so_voi_tuyen_moi_tinh_the_nao\"><\/span><strong>What are the hidden costs of hiring a &quot;medium-performing, low-potential&quot; group compared to hiring new employees?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Don&#039;t compare based on emotions, but compare the total cost over the product&#039;s lifecycle. Compare both sides:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">(1) Retention cost:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Salary &amp; Benefits<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Repeated training but no improvement.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hidden costs: opportunities for lost productivity and holding back the team.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">(2) Replacement cost:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recruitment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Onboarding<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ramp-up time until performance is reached.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The comparison results are used to make a decision:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hold<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adjust roles<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Or replace\u00a0<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Dung_du_lieu_Expense_Management_de_danh_gia_%E2%80%9Ctuan_thu_hieu_suat%E2%80%9D_trong_9-box_nhu_the_nao\"><\/span><strong>How can we use Expense Management data to assess \u201ccompliance &amp; performance\u201d in the 9-box?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Expense data is a very good source of evidence for the Performance axis.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following metrics can be used:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compliance rate (expenditure policy compliance)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Violation\/Exception Rate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cycle time for expenditure approval<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Budget variance by cost center<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Full Audit Trail<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This data helps to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluating operational discipline<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce subjective evaluations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adding a perspective on &quot;cost management efficiency&quot;<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This data source is particularly well-suited for managerial roles.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Moi_lien_he_giua_9-box_cua_Sales_va_DSO_la_gi\"><\/span><span style=\"font-weight: 400;\">What is the connection between the 9-box of Sales and DSO?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">For sales, performance isn&#039;t just about sales figures, but about the quality of revenue generated.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">High-performing salespeople typically:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Good pipeline management<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Effective collection coordination<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">This helps:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Reduce DSO<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Increase cash-in<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Improve working capital<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">By linking 9-Box to DSO, the CFO can clearly see who is generating &quot;real money&quot; revenue.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"ROI_dao_tao_nen_do_the_nao_de_khong_%E2%80%9Cdao_tao_dan_trai%E2%80%9D\"><\/span><strong>How should training ROI be measured to avoid &quot;scattered training&quot;?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Instead of measuring ROI across the entire training program, it&#039;s measured by 9-Box groups.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recommended measurement framework: Benefit \u2013 Cost<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Benefit:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Reduce errors<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Reduce cycle time<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Increase productivity<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Reduce exception rate<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cost:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Training costs<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Work interruption time<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Investment priorities:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">HiPo \/ Star \u2192 High ROI<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Avoid spreading training too thin among groups that are unlikely to translate into results.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Calibration_can_bao_nhieu_vong_va_ai_nen_tham_gia\"><\/span><span style=\"font-weight: 400;\">How many laps are needed for calibration, and who should participate?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">It doesn&#039;t take many rounds, just the right people and the right method.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Minimum requirements:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">1 formal calibration meeting<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Composition: HR, Line Manager, Senior Management\/Level Executive Representative<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Principle:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Standardize criteria<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Based on the evidence pack<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There is moderation and a written decision.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Calibration is a mechanism for reducing governance bias and risks, not a mere formality.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"9-box_grid_khac_gi_forced_ranking\"><\/span><span style=\"font-weight: 400;\">How is a 9-box grid different from forced ranking?<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">9-Box:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Grouping based on two axes: Performance \u00d7 Potential<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Objectives: development, succession, resource allocation<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Forced ranking:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Forced ranking by ratio<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">It can easily lead to injustice and the loss of talented people.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Using 9-Box ranking increases labeling risk and disrupts internal fairness.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Bizzi_BotExpenseARM_ho_tro_gi_cho_9-box_neu_doanh_nghiep_muon_%E2%80%9Cdinh_luong_hoa%E2%80%9D_Performance\"><\/span><strong>What support does Bizzi Bot\/Expense\/ARM offer to 9-box systems if businesses want to &quot;quantify&quot; performance?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">These solutions provide real-time data to reduce subjectivity when stacking 9-Boxes:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bizzi Bot:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Invoice processing quality and speed<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Error\/exception rate<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bizzi Expense:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Data compliance<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Cycle time for expenditure approval<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bizzi ARM:<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Data retrieval<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">DSO by customer\/related personnel<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">All of this creates evidence-based assessment for the Performance axis.<\/span><\/p>\n<figure id=\"attachment_999979779\" aria-describedby=\"caption-attachment-999979779\" style=\"width: 1024px\" class=\"wp-caption aligncenter\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-999979779 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/Dau-hieu-rui-ro-hoa-don-la-gi.png\" alt=\"9-box-grid-model 3\" width=\"1024\" height=\"617\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/Dau-hieu-rui-ro-hoa-don-la-gi.png 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/Dau-hieu-rui-ro-hoa-don-la-gi-300x181.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/Dau-hieu-rui-ro-hoa-don-la-gi-768x463.png 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2026\/01\/Dau-hieu-rui-ro-hoa-don-la-gi-18x12.png 18w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><figcaption id=\"caption-attachment-999979779\" class=\"wp-caption-text\">Bizzi Bot automatically performs intelligent 3-way verification of invoices, purchase orders, and warehouse receipts.<\/figcaption><\/figure>\n<h2><span class=\"ez-toc-section\" id=\"Ket_luan\"><\/span><strong>Conclude<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 9-Box Grid model is not a &quot;human evaluation matrix,&quot; but rather a decision-making tool that helps businesses answer three core questions:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who is creating, holding, or leaking value?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Where should resources (salaries, training, retention) be prioritized?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Who will be the successors to protect future growth and cash flow?<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">When implemented correctly, the 9-Box model becomes a bridge between human resource strategy and financial strategy. When combined with solutions like Bizzi, businesses can:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Quantifying performance with real operational data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Support calibration and reduce governance risks.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Connecting 9-Box with Finance &amp; FP&amp;A<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">To receive personalized solutions tailored to your business, register here: <a href=\"https:\/\/bizzi.vn\/dang-ky-dung-thu\/\">https:\/\/bizzi.vn\/dang-ky-dung-thu\/<\/a><\/span><\/p>","protected":false},"excerpt":{"rendered":"<p>The 9-Box Grid model is not just a &quot;Performance \u00d7 Potential&quot; matrix for classifying employees, but a tool to help CEOs\/CHROs\/CFOs\u2026<\/p>","protected":false},"author":56,"featured_media":999979802,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[54],"tags":[],"class_list":["post-999979798","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-so-tay-ke-toan"],"acf":[],"_links":{"self":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979798","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/users\/56"}],"replies":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/comments?post=999979798"}],"version-history":[{"count":1,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979798\/revisions"}],"predecessor-version":[{"id":999979803,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979798\/revisions\/999979803"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media\/999979802"}],"wp:attachment":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media?parent=999979798"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/categories?post=999979798"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/tags?post=999979798"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}