Getting true value from an interim manager

In a challenging commercial environment, organizations often look to appoint interim managers as opposed to permanent employees. Appointing and managing an interim manager certainly throws up different challenges and benefits to employing a permanent member of staff. Interim managers are often appointed to mange change. Maybe it’s someone to manage a challenging project or someone neutral to sort out a messy situation. A good interim will come in, make a speedy diagnosis, take appropriate actions, without being drawn into office politics, then leave. There can be significant additional value when using an interim manager, such as the ability to take on responsibility for a project or a specific role, bringing an external perspective and invariably an alternative and better way of doing things. An interim also acts as coach and mentor and is able to transfer their knowledge in an effective manner.

Top Tips when appointing Interim Managers

1. Be very clear what you want from your interim manager. This is most important when they are undertaking a project rather than temporarily filling in a permanent role.
2. Create a full written specification for the role.
3. Ensure they can legitimately operate outside IR35 tax legislation.
4. Clearly define a suite of deliverables.
5. Give your interim manager incentives for achieving milestones.
6. Make sure your interim manager has a thorough induction.
7. Ensure your interim manager is properly appraised.
8. Ensure you fully utilise the experience of interims to improve systems and procedures for permanent staff to adopt
9. Upon exit of interims ensure that a properly documented handover is achieved
10. Carry on using interims for project work. Negotiate a fixed fee for interims to tackle the most challenging tasks.

For a confidential discussion regarding Interim Management please call Dale Perrett at Novo on 01275 375588 or email dale.perrett@novoexec.com