Trajectory Radar

The Trajectory Radar is a probabilistic mapping of internal moves an employee may make over an eighteen to thirty-six month horizon. It is built by crossing three sources: the Potential Stack reading, weak signals drawn from day-to-day interactions (chosen training, invested topics, internal applications considered), and external market tension on the skills held.

The underlying principle is that a career is no longer a top-down succession plan, but a set of possible bifurcations the organisation has every interest in anticipating rather than enduring. The central data point is no longer the targeted promotion but the probability of a move, segmented by direction (job mobility, geographic mobility, voluntary exit, hierarchical elevation).

Practical application happens in two steps. First the individual mesh: each employee has a Radar updated twice a year, shared with their direct manager and HR business partner. Then the collective mesh: aggregating Radars reveals the majority bifurcations of a job, a team or a department, and feeds Workforce Planning.

One example: at a mid-size industrial firm, aggregating Radars across the team- leader population revealed that one third of them were in probable bifurcation toward data-piloting functions. Rather than enduring a wave of departures, the company opened an internal transition path; twenty-two of the thirty-four concerned employees stayed.

The Trajectory Radar is a demanding tool: it presumes clean HR data, trained managers and an explicit ethics of use. It never substitutes for the employee's decision; it makes it possible.