The trajectory

Many of my clients share the following pain point: their team leaders do not manage underperforming workers effectively.

The typical scenario unfolds like this: a team member isn’t meeting expectations. Their supervisor has a vague conversation about improvement, but without specific goals or timelines. The employee knows there’s an issue but lacks clear direction. Three months later, little has changed, and the supervisor faces a dilemma: either terminate someone without the confidence that they were given enough chances at improvement, or keep an underperformer who impacts the entire team.

This situation creates three significant problems. The employee lacks a clear path for improvement. The company retains an underperforming worker for too long. And the supervisor faces an ongoing emotional burden and a no-win situation.

A better alternative is to use a framework that I call “The Trajectory.”

A better approach: the Trajectory Framework

The core objective of any Performance Improvement Plan should be to reach a fast and fair conclusion. This means giving the employee a clear, actionable plan and quickly determining one of two outcomes: either they improve to meet expectations, or they would be better served in a different role.ShareCopy

The keywords are “fast” and “everyone agrees.” Prolonged uncertainty benefits no one: not the company, the team, the manager, or the employees themselves, who might find greater success elsewhere.

The Trajectory Framework achieves this through a simple approach that creates clarity and alignment.

Step 1: Visualize the Improvement Path

During a one-on-one meeting, draw a simple two-axis chart on paper. The horizontal axis should represent time, and the vertical axis should represent performance. Mark two points:

1. The origin, representing the employee’s current performance level.

2. A point in the upper right, indicating where they need to be in three months.

Connect these points with a line. This line represents the improvement trajectory they need to follow.

Step 2: Set Two-Week Milestones

On your chart, find the point that represents “two weeks from today.” Move upward from there until you intersect the trajectory line and mark that point. This represents where the employee should be in two weeks to stay “on track.”ShareCopy

Specifically and objectively define what behaviors, skills, and outcomes they need to demonstrate by this checkpoint.ShareCopy

Step 3: Regular Check-ins and Adjustments

After two weeks, meet again to assess progress against the defined milestones:

• If on track as per the trajectory: acknowledge progress, celebrate small wins, and set the next two-week milestone.