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recommends using a combination of 360-degree feedback and psychometric assessment as key components of any talent management program.

"A 360 degree feedback combined with psychometric assessment creates a comprehensive picture of an employee's capability, preferred work style and motivation," he says. "This degree feedback identifies how the employee's performance is perceived by their direct reports, colleagues and managers. This approach also offers insight into the overall workplace culture.

"Only by truly understanding the individual and the broader workplace culture, can employers identify how to provide staff with motivating career paths."

Sideways career moves, as a part of a tailored career development plan, can also help prevent star performers from being promoted to positions that are out of their depth.

"Many employers mistakenly assume a high performing employee will also be a high performing manager. But an employee's management potential is affected by more than past experience and qualifications," warns Glennon.

"Rather than just promote and hope for the best, sideways promotions provide opportunities to train and develop future leaders with less risk to the organization," adds Glennon.

According to SHL, 360-degree feedback helps employers to identify the right carrots to reward the right employees the challenge at the heart of any talent management program.

"There is no doubt that retention and employee engagement is improved by providing employees with personalized training, development and career opportunities," says Glennon.

"Employers can offer pay rises to staff as a retention incentive, but without a clear career and development path, money will not be effective in retaining employees.

"Instead, employers need to adjust their management style to take into account each employee's personality and motivation. For instance, someone who is motivated by working in harmony with a team may find being asked to compete for rewards against that team uncomfortable. Similarly someone with a young family may not want a role that requires a lot of travel.

The current skills shortage has placed talent management and retention as two of the biggest challenges facing New Zealand businesses. Sideways promotions are destined to play a significant role in the future," Glennon concludes.

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