The last few years have been affected by multiple disruptions: economical, sanitary or even social ones. An upheaval for many companies which are now facing major structural and organizational issues induced by these crisis. Have you too felt the need to make a change in your structure? But where to start? The interim manager is there to help you. The role of the interim manager is to lead a company or one of its departments for a specific period of time. Most of the time, when a company calls upon this external professional, there is an emergency situation. Thanks to his skills and experience, the interim manager takes on a well-defined role and acts quickly to help the company pass a milestone. In which cases should an interim manager be called in? Very different contexts can justify the use of an interim manager; but all of them require a quick reaction. A managerial emergency When a dismissal, a resignation or a transfer occurs, it is necessary to act quickly to replace the current manager. In order to be able to recruit serenely and not to slow down the activity of the company, the leaders can solicit an interim manager. The latter will take over the vacant position and assume the responsibilities entrusted to him. He brings his expertise and defines the priorities in the interest of the company. In addition, he will also be able to provide his advice in the recruitment of a successor to the position. A turnaround or recovery of the company In case of financial difficulties, the leaders of a company can call upon an interim manager to help them during a turnaround or recovery of their company. The intervention of an expert experienced in this type of situation can help preserve the business and jobs but it is important to intervene quickly. The interim manager, who in this context is a crisis manager, will then be able to make the best decisions and build a new strategy according to the short, medium and long term objectives. On the other hand, companies can resort to interim management when they need to temporarily acquire a very specific expertise. For an organizational change Qualified to lead an organizational change, the interim manager will be able to help review the structure of a company in depth and instill a new dynamic. Here, the transformations are made around the human factor to increase performance. It will be necessary to involve the employees, real pillars of the company, so that they themselves become actors of the change. In case of a merger or acquisition (M&A) of a new company In the course of its evolution, a company may grow by acquisition or merge with another entity. Such an operation is not to be taken lightly. Using an interim manager will help structure and facilitate the operations. He will help you steer the integration of the target and simplify the synergies. What are the advantages for companies? As you will have understood, an interim manager brings his expertise and experience to support executives over a set period of time in the management of their projects caused by changes or restructuring within their company. The world is inevitably changing and transformations are going ever faster. Managers, focused and often overwhelmed by their work, can miss out on innovations or changes that are vital to their company. The interim manager brings this advantage: he helps them to adapt and transform themselves. In addition to offering a fresh vision of the world, this seasoned professional brings with him his professional expertise, often with more than twenty years of experience. Unlike a consultant, who builds a strategic plan, an interim manager thinks about a strategy but also deploys it. He or she therefore has this dual role of strategic and operational manager. Our recruitment firm Fitch Bennett Partners is also a transition management agency. Fitch Bennett Partners leads an operational team of executives and managers who have made interim management their profession. Our network is made up of professionals with recognized experience for missions in France and abroad. Because each company is unique, we select an interim manager specialized in your field of activity.
Month: November 2022
Recruitment trends Q3 2022
[vc_row][vc_column][vc_column_text] Hiring are increasing in the third quarter In a difficult economic context, executive employment in 2022’s third quarter continues to be dynamic in the private sector in France. It increased by 0.4% in the third quarter, which means 89,400 additional jobs compared to the end of June, according to Insee forecasts. [/vc_column_text][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column][vc_single_image image=”15360″ img_size=”large” alignment=”center”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column][vc_column_text] For the fourth quarter, hiring forecasts for executives seem to be on the right track despite macroeconomic concerns. The current recruitment momentum driven by large companies and SMEs is approaching the record level of 2019. Strong competition from companies for talent with new requirements Companies continue to focus on attracting and retaining talents, thus fuelling recruitment tensions. These tensions are also fueled by executives’ new expectations from the company. According to Apec, 66% consider that they need to improve their salary. 45% want to improve their well-being at work while 42% want to improve their work/life balance. Finally, the number of executives considering changing companies within three months is still as high as in previous quarters. This context is driving companies not only to recruit new talents to create value, but also to re-evaluate and reorganize their internal policies to retain them. The need to recruit and prepare talent for an uncertain future Our experience shows that one of the most important decisions a company can make is selecting and preparing talents for the most critical leadership positions in their organization. The need to find the best talent for key positions will only increase as companies navigate a highly uncertain future. Taking a strategic approach to identify the company’s strengths, alignment, opportunities, and barriers to execution will be critical going forward. Success of the company will depend on a successful management transition. How far along are you in your management transition? This article might interest you : Recruitment trends for the first semester of 2022. Jacques-Louis SOUBIROUS Founding PARTNER [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_single_image image=”15361″ img_size=”medium”][/vc_column][/vc_row]
