Interact with Talent Matrix for my team

Talent Matrix is a flexible framework that enables review administrators and managers to better understand their people's talent and performance using the private manager assessment questions. Unlike traditional 9-box grids that are filled with bias and reduce growth mindset by assessing potential, Talent Matrix, when used alongside the private manager assessment, reduces rater bias for a more fair and objective assessment of performance data and promotion readiness. And yes—if you create custom private manager assessment questions (yes/no or opinion scale) or use our science backed private manager assessment questions, you will be able to use Talent Matrix either way.

Blog post 📝: 15Five’s Talent Matrix Helps HR Leaders Make Fair and Objective Talent Decisions at Scale

Reminders about the private manager assessment:

Analyze private manager assessment results using Talent Matrix

First things first—in order to use Talent Matrix, you need a review cycle with manager reviews included that is in progress or has ended. If you've made it that far, this part is easy!

1. Click on Best-Self Review® from the left navigation.


2. Click on the name of the review cycle you wish to view. (You can also click on the three dots to the right of the cycle name, and then View review cycle.)


3. Find the 'Team's results' tab. It is at the top of your page, to the right of 'Overview', 'Peer nominations', etc. 




Private manager assessment answers can be viewed and reported on once you have shared the results. Your private manager assessment answers can be modified up until you finalize review results.

4. Scroll down on the 'Team's results' pages and you will see a section titled Talent Matrix. This section will not contain data until the first review has been shared and then when you visit this page it will appear blank until you select questions for the x and y axis.


5. Use the drop-down menus (include the private manager assessment questions) to select which question(s) you want to appear on the x and y axes. Custom private manager assessment questions will also appear here as long as they are yes/no or opinion scale.


6. After selecting questions for the x and y axes, the matrix will populate with participants.


7. After the matrix is populated, you can:

  • Dig into your high, medium, and low performers using the matrix!
    • Hover over each avatar to see the names of participants who are in each box.
      • If more than 9 people fall into a box, we will show bars instead of avatars.


  • Download a CSV or XLSX to see all your direct reports who participated in the cycle (even those whose results have not been shared yet), how you answered the two questions selected, what box the participants fall into, and more.
    • Great idea to export first and then sort/filter the download accordingly.


  • Hover over "# participants" at the bottom of the matrix to see the names of your direct reports who participated but whose results are not appearing in the matrix.
    • These excluded people will appear in the CSV/XLSX download. The answer column in the download will be blank of course, but their names will still be included.




See an alert at the bottom of the matrix that is similar to what you see in the screenshot above and read in the lines the below? This is an FYI: Only the participants whose results have been shared will appear in the matrix.

Use cases for Talent Matrix

  • After seeing where the high, medium, and low performers are across your team, you may notice recalibration needs to happen before review results are finalized. 
  • Hold trainings for people on your team who are in a certain box. Questions 2, 4, and 5 of our recommended private manager assessment questions are great for understanding performance. Specifically the people that are low performing, but could improve with a little training. Utilize a high performing person on your team as a mentor for others. 
  • Use the questions "Given how well I know [Name] works with others, I would always want them on my team:" and "[Name] is ready for a promotion today" to understand emerging leaders on your team.
  • Use questions "[Name] is ready for a promotion today" and "Given what I know of [Name]’s current performance, and if it were my money, I would award them the highest possible increase and bonus" to understand which people are ready for a raise. And bring this matrix up as additional evidence in compensation conversations. 
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