Collaborating with Interim Manager: 5 Keys to Success

Open and transparent communication forms the foundation of successful collaboration. Ensure that goals, expectations, and timelines are clear from the outset and schedule regular updates to stay aligned. Also, foster a culture where teamwork is prioritized, so the interim manager feels supported and fully integrated into your organization.

Encouraging collaboration between the interim manager, employees, and stakeholders enhances problem-solving and fosters innovation, bringing the project closer to success.

Interim managers are brought in for their specialized knowledge and experience. Give them the autonomy to implement strategies and avoid micromanagement. Ensure they have access to critical information, the necessary tools, and key stakeholders to work efficiently and make informed decisions. Trust in their expertise.

Defining specific, measurable goals and KPIs is essential. Not only does this provide insight into progress, but it also allows you to evaluate performance and adjust quickly if needed. By setting these goals together upfront, you create a strong foundation of mutual understanding and focus.

Clearly defining the expected ROI from the interim manager is also crucial. Set concrete, measurable objectives you wish to achieve with their efforts. This sets clear expectations for the interim manager and simplifies evaluating the effectiveness and impact of their work throughout the project.

Interim managers are often brought in to implement changes or manage transitions. Be receptive to their recommendations and prepared to implement new processes or strategies. Resistance to change can hinder the interim manager’s effectiveness and slow progress. It's also crucial to respect the agreed-upon scope of the assignment. Expanding the scope beyond the original agreement can disrupt focus, reduce efficiency, and overwhelm the interim manager with unexpected demands.

Offer regular, constructive feedback that is specific, objective, and improvement-oriented, enabling the interim manager to build on successes and address areas for growth. Regular feedback contributes to continuous improvement and better results. At the same time, it’s important to recognize and appreciate the interim manager’s efforts. This boosts motivation and strengthens the working relationship, leading to a productive collaboration.

Plan ahead and establish a structured transition strategy before the assignment concludes. Ensure that internal staff is trained, processes are well-documented, and a continuity plan is developed to maintain progress even after the interim manager’s departure.

In addition to these five keys to success, an HR consultancy like Hudson can add significant value. With our extensive network, we quickly find the right interim manager. We manage administrative tasks and provide guidance throughout the assignment, streamlining the collaboration process. Additionally, we offer strategic support to optimize performance for both the interim manager and your organization, maximizing the likelihood of a successful collaboration.

An interim manager can be a powerful asset to your organization, provided the collaboration is managed effectively. Hiring an interim manager offers the opportunity to quickly bring in expertise for specific challenges, projects, or temporary replacements. By setting clear expectations, embracing change, and providing the right support, you significantly enhance the likelihood of a successful and productive collaboration. Apply these guidelines and get the most out of your interim manager’s deployment!