Change management is a complex process that can significantly benefit an organisation if executed correctly. However, it can also be detrimental if handled poorly. When considering changes at the management level, one must decide between hiring a permanent manager or opting for an interim manager. Understanding the advantages and disadvantages of each approach can help make a more informed decision.
Comparing Permanent & Interim Management
Stability
Permanent managers offer long-term stability, which is ideal for specific phases of change. In contrast, interim managers are suited for situations requiring immediate and flexible solutions.
Cost
Hiring a permanent manager typically incurs higher costs due to salaries and benefits. Interim managers, however, can be more cost-effective for short-term projects.
Flexibility
Permanent roles are generally less adaptable, whereas interim managers provide high flexibility, allowing organisations to respond swiftly to changing needs.
Expertise
Permanent managers develop deeper organisational knowledge over time. Interim managers bring specialised, high-level expertise and are often available at short notice, making them ideal for urgent needs.
Why Interim Management Can Work
While permanent management solutions offer stability and long-term vision, they may not always be feasible, especially in unstable and rapidly changing environments. Implementing permanent solutions requires a long-term commitment that many organisations may not be ready to make. Interim managers provide a flexible and quick solution, allowing organisations to address immediate needs without long-term commitments.
Interim managers can fill sudden vacancies and emergency positions effectively. They are often available at short notice, bringing immediate expertise and professionalism to critical scenarios where a permanent candidate may be hard to find.
Interim for Change Management
An interim approach is particularly effective in change management. Organisations may need to make rapid and significant changes due to external factors, such as the acceleration of artificial intelligence and automation technologies. In such cases, swift and decisive action is necessary, making interim solutions more effective.
Interim managers, being unaffiliated with the organisation, can offer an objective perspective and implement necessary changes without personal loyalties influencing decisions. This outsider status allows them to make difficult but essential changes for the organisation’s benefit.
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