Sandbrook told HR magazine people often move into management because they feel it is their "only route for progression".
"There are some people in management roles who simply aren't very good at it, because it doesn't suit them," she said. "People need to know that there are other senior 'knowledge roles' for those with other abilities – such as technical skills – that offer progression within a company while playing to people's strengths."
Sandbrook added that HR has a big part to play in identifying and developing individuals who are more suited to take an alternative path to management, an exercise that benefits both employees and companies.
"It's about avoiding the classic 'square peg in a round hole scenario'," she said. "Many people have a lot to offer at a senior level, but maybe in technical or customer services. We have roles that are the equivalent seniority level to middle-management but don't involve having to manage others. Identifying a route into these positions is very important for HR teams."
T-Systems does this through a central team, which adapts its practices to local sites to aid development, according to Sandbrook. She added that this can be adopted across a range of sectors.
"There are expert groups across many different disciplines," she explains. "From sales to marketing and service providers. It allows people from all areas to find something that suits their preferences."
