Why Interim Management?

For the decision maker of a company it is a ready made answer to fill a major gap in the structure of the organisation.

This could be because of a downturn in business and there are radical steps urgently required to rescue the situation; or maybe there is a greater influx of business than anticipated; or perhaps, there has been an inconvenient departure of a key executive; or to further strengthen the management team, and so on.

Many companies find their business development is greater than the development of the personnel currently on board and, therefore, the answer could be to bring in an experienced heavyweight immediately. It might be necessary to temporarily replace an executive until another is up to speed. Alternatively, the management team may need additional support. Of course, it may be that rather than commit to a new executive who may take some time to find, an Interim Manager is employed as a prelude to a permanent appointment.

Affecting staff morale

Could this be detrimental in staff relations? Almost certainly...the OPPOSITE.

A person brought in for a defined or more or less defined period is invariably and positively accepted by others...as they tend to be regarded as an adviser with much needed expertise to drive the business forward for the benefit of all concerned - implementing change and sharing their knowledge. They will not be 'jockeying' for position as others undoubtedly will.

By virtue of their age and experience they can be useful to colleagues, are able to act as counsellors, have no need to indulge in office politics and great to 'tap into' for wise decisions and, importantly, can become a confidante to the decision maker. Oh yes...and they are employed to carry out a job beyond the capability of most others within the organisation.

Costs incurred

Is it an expensive route then? At first glance certainly. However, a further look establishes that it could be a most desirable way to proceed as your permanent employee is probably costing you an additional 45% on top of their basic salary.

Breakdown of costs

The following is an example of a typical salaried employee on say £70k per annum and why the Interim Management route could be a better way forward:

£70,000	Salary of a permanent employer
£8,750	NI costs etc
£6,730	Holiday costs
£6,000	Small car benefit
£3,500	Pension
£3,500	Bonus (maybe 5%)
£98,480	Sub Total
£3,000	Health insurance
£101,480	Total cost

Obtaining your permanent employee could have cost you an additional £17,500 Employers...now please see the fees page for Interim Managers. If you are interested in becoming a candidate - please go to Registration.

Click here to download timesheet