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Our interim management provides a senior independent manager for a defined period, either to undertake a change programme or project, or to take on a specified role.

In general terms interim management is the temporary appointment of a senior independent executive or manager by an organisation for a defined period, either to undertake a change programme or project, or to take on a specified role (such as filling a gap). An interim management placement is a flexible resource used for a limited time and often arranged at short notice.

What Type Of Role Does An Interim Manager Fulfil?

Factors that lead to the use of interim managers include:

  • restructuring of organisations which can reduce readily available in-house expertise to competently
  • oversee change activities
  • temporarily vacant senior positions
  • the need for organisations to undertake strategic change.

The role may be a stop gap position to provide continuity, strategic placement to develop the business or a project placement to achieve a defined aim.

Why Use An Interim Manager?

Using interim managers gives organisations the flexibility to rapidly handle unforeseen and exceptional circumstances (which are becoming more frequent) without disrupting business as normal. Additionally, interim managers can add value through the diverse experience they bring from a wide range of organisations and industry sectors. It is important that, prior to appointing an interim manager, the organisation is clear about the purpose and intended contribution of the interim manager.

Advantages Of Using Interim Managers Rather Than Other Resources
  • Speed of recruitment gives an organisation the flexibility to respond to market forces and to implement key decisions rapidly (days versus months).
  • It prevents other management being diverted.
  • It gives a breathing space to make a well-considered permanent appointment and reduce the risk of making an expensive hiring mistake.
  • Often hands-on managers committed to delivering results, with considerable expertise able to transfer both specialised knowledge and ideas on best practice. They are also able to give coaching in general management skills and are happy to help the development of less experienced managers.
  • The objectivity and loyalty from having neither political baggage nor personal agenda for advancement within the client organisation. Many (although not necessarily all) interim managers are not seeking a permanent position, so they do not pose a threat to the promotion prospects of others.
  • Since interim managers are selected for their interpersonal skills, they are generally able to gain the co-operation and respect of colleagues and subordinates.
  • Interim managers may be very welcome where they are involved in start-up activities or new and exciting ventures.
  • Resourcing is often for a fixed period, at a fixed cost.
Contractual Details

These will vary according to the assignment, the organisation and the status of the interim manager but ought to cover:

  • description of the project
  • timescale for the assignment
  • arrangements for extending the assignment, as necessary
  • results criteria
  • fee structure including payment terms, expenses and bonuses
  • if organised through an agency, the arrangements for re-engagement or permanent engagement
  • confidentiality requirements.
Integrating An Interim Manager Into Your Organisation

There are a number of people management issues that have the potential to cause problems within the organisation.

  • Because interim managers are often brought in at short notice, it is difficult for the organisation to prepare properly for their arrival. This may then result in an unwelcoming or even hostile reception or just a lack of co-operation.
  • Hiring an interim manager may be regarded by the local managers as indicating a lack of confidence in their ability which could result in a lowering of morale.
  • Where interim managers are used for sensitive restructuring exercises or sell-offs they may be seen as doing the directors’ dirty work for them.
  • In general, interim managers may be perceived as expensive, redundant executives, in search of a proper job.

To counteract any negative impact when hiring an interim manager, it is essential that both the role and the scope of activity of the interim manager are explained clearly to colleagues at the outset.

How To Ensure That The Job Is Done As You Want
Beforehand
  • Clearly define both the task and the position in the organisation, and the performance goals.
  • Specify the expertise and personal attributes which you require of the interim manager.
  • Thoroughly check candidates’ references.
  • Ensure there are clear channels of communication between yourself, the agent and the interim manager.
  • Build and manage the relationship with the interim manager to ensure they have a good understanding of your business, its characteristics and needs.
During the assignment
  • Give the interim manager appropriate authority.
  • Monitor the progress of the assignment.
  • Ensure the project is client-driven and not candidate-driven.
Afterwards
  • Review the outcome of the assignment against the original requirement.
  • This is often done through an exit review to share the learning experience.

For more details and services pricing, please contact us.