Easily identify your key talent and help succession decisions with emPerform.

Incorporated directly into emPerform, the Succession Manager and the emPerform Nine-Box Talent Matrix allow HR and managers to draw from the performance history of employees through past performance reviews, 360° multi-rater reviews and surveys to readily identify the individuals that have the performance and potential to meet new challenges.

The first thing to consider is employee performance vs. employee potential. Historically, employee performance was the main driver in determining succession, rewards and recognition; however, recent years have shed light on the importance of considering employee potential when creating development plans and performance strategies. emPerform’s Nine-Box automatically plots your organization’s data, displaying trends and helping in effective talent decisions.

emPerform’s dynamic Nine-Box Talent Matrix allows HR & Managers to easily identify & monitor employee performance and potential
  • Compare the performance and potential of individual employees and departments
  • Identify employees with the potential to move into new roles
  • Compare results to calibrate ratings & ensure consistent scoring across teams
  • Easily adjust the performance vs. potential filters to suit your needs

Get to know emPerform’s Interactive Nine-BoxTalent Matrix

During the appraisal process, performance and potential ratings are taken from appraisals, self-assessments, 360° reviews, and surveys. The results are fed into emPerform’s Talent Matrix which displays a snapshot of the performance health of the organization.

Performance: Performance scores are calculated using some (or all) of the employee’s most recent appraisals data including appraisals and self-assessments.

Potential: Potential refers to the employee’s ability to grow in the organization. Sample questions are asked using a portion of the appraisal form, or an independent 360° multi-rater review of peers. The results of which are used to calculate the potential score.

Managers and HR can refine performance vs. potential filters and can click on each box to reveal the employees who fall into each performance category. Further drilldown can be done to see employees who are ready for advancement in specified time periods and results can be exported.

You can also use the Nine-Box to compare other vital talent metrics like Goal Ratings vs. Competency Scores!

"Succession planning and setting performance goals are critical processes that challenge a manufacturing company every day. Using accurate performance data as a basis for succession and decision making is critical to our success and will save countless dollars in future training and development." Propulsys, Inc.
Succession Reporting in emPerform

emPerform’s powerful and flexible reporting engine allows for the real-time reporting and delivery of succession metrics.

Key reports can be created in advance and set to be delivered to key individuals or groups at set intervals. emPerform contains almost 100 out-of-the box reports and also enables ad-hoc reporting.

  • Promotion timing reports
  • Promotion readiness reports
  • Talent pool reports
  • Competency gap analysis
  • Historical performance analysis
  • Rating calibration reports

And of course, Succession Manager is included with emPerform at no additional cost.

Get started with emPerform

Click here to book your live demo of emPerform or contact us any time 1.877.711.0367

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What else is included in emPerform?

With emPerform, you are given a full-suite of features to automate performance reviews and other vital talent management processes. Everything is included in one configurable & easy to use package for the best value – guaranteed.

Online Appraisals

Goal Management

360° Reviews

& Talent Identification

Year-Round Social Feedback

& Reporting

Compensation Management

Online Surveys


Building your A-Team: Assessing Employee Performance vs. Potential

Sample Appraisal Questions for Gauging Employee Potential:

Want to start gauging the potential of your workforce? Here are some great questions to start with:

  • Could the employee perform at a higher level, in a different position or take on increased responsibilities within the next year (consider the person’s ability only, not whether there is a position available to support this growth)?
  • Could the employee perform at a higher level, in a different position, or take on increased responsibilities within the next three years (consider the person’s ability only, not whether there is a position available to support this growth)?
  • Can you envision this employee performing two levels above his or her current position in the next five to six years?
  • Is the organization likely to value growth of the skills and competencies of this employee over the next several years?
  • Could the employee learn the additional skills and competencies he or she needs to be able to perform at a higher or different level?
  • Could the employee learn the additional skills and competencies he or she needs to be able to perform at a higher or different level?
  • Does the employee demonstrate leadership ability—by showing initiative and vision, delivering on promised results, communicating effectively, and taking appropriate risks?
  • Does the employee demonstrate an ability to comfortably interact with people at a higher level or in different areas?
  • Does the employee demonstrate comfort with a broader company perspective than his or her job currently requires?
  • Does the employee demonstrate flexibility and motivation to move into a job that might be different than any that currently exist?
  • Does the employee welcome opportunities for learning and development?