The 9 box grid is still widely used and valued in modern talent management, but like any tool, its effectiveness depends on how it’s applied. While some argue that it may oversimplify complex individuals, many organizations continue to find it useful when combined with regular feedback, performance data, and thoughtful calibration discussions.
Far from being outdated, it remains a relevant tool when treated as part of a broader, evolving approach to workforce planning and employee development—not as a static labeling system.
