Quick answer
The Talent Matrix plots employees on a 3×3 grid — performance across, potential up — for any review period. Place people from the unplaced list, move them between boxes as calibration discussions evolve, and rename axes, box labels and guidance so the grid speaks your organisation's language.
Placing people
Pick a review period at the top (quarters or the year). Every active employee appears in the Unplaced rail until you place them: choose a performance and potential level, or click a box to place someone straight into it. Placements are per period, so each quarter's talent review is preserved as its own snapshot.
Reading the grid
The classic layout puts Top Talent (high performance, high potential) in the top-right — your succession candidates — and flags the bottom-left for intervention. Every box carries short guidance text, and all of it (axis names, box names, colours, guidance) is editable in settings, because "Core Player" in one company is "Backbone" in another.
Acting on it
Use the notes on each placement to record calibration decisions, then follow through in Career Growth Plans — top-right boxes usually deserve a development plan with stretch assignments.
Frequently asked questions
- Can we rename the boxes and axes?
- Yes. Open the matrix settings to rename both axes and each of the nine boxes, including the guidance text shown for each box.
- Where does the suggested performance rating come from?
- If a manager has submitted feedback for the selected review period, ASHR.work suggests a performance level from their 1–5 rating. It is only a hint — you always place people manually.