The talent matrix positions each employee in a 9-box grid according to two axes: performance and potential. It is an analysis tool for the talent committee, not a phase that the employee sees or completes.

• The two axes of the matrix
• How to activate it when configuring the period
• Important: when configuration is locked
• When it makes sense to activate it

The two axes of the matrix

The two axes are independent from each other and are activated separately:

1. Performance: Can be automatic or manual. 
2. Potential: Can be automatic or manual:
   • Automatic: calculated based on a dedicated question in the manager's evaluation questionnaire (scale 1-3, with an option for Don’t know/No answer).
   • Manual: each manager (or HR) places their team members directly on the matrix.

With both axes set to automatic, the matrix updates itself with each new consolidation, with no need for anyone to manually position anyone.

How to activate it when configuring the period

1. Within the Performance and Talent hub, go to Settings > Competency development > Competency development periods.
2. Open the period record and go to the Competency matrix tab.
3. Activate the section and choose the mode for each axis:
   • If you choose automatic potential, make sure the dedicated question is included in the manager's evaluation questionnaire before launching the period. Without that question, the potential axis cannot be calculated.
   • If you choose manual potential, each manager will position their team members from the team view (see the article for Managers).

when configuration is locked 

As soon as there is any evaluation in the period in a state other than Not started, the matrix configuration becomes locked. If you need to change it later, you will not be able to do so for that period — you will have to wait for the next one. Decide the mode for each axis before launching the evaluations.

When it makes sense to activate it

The matrix adds value when these conditions are met:

• There is already at least one evaluation/consolidation cycle running with reliable data.
• There is a minimum volume of people (approximately 15-20) in the same general position or area, so that comparison makes sense.
• It is defined who has access to the matrix, in which forum it is reviewed, and what talent decisions it generates (succession plans, mobility, retention, etc.).

Activating it without deciding these things usually leads to a matrix that nobody knows how to interpret or use.

Still have questions? See also:

• Competency consolidation and competency profile
• Configure 360 evaluation