The commercial director of a medium-sized company Company canceled at short notice due to a traffic accident. Diagnosis: complicated femoral fracture. An operation followed by rehabilitation and physiotherapy is unavoidable; returning to work was unthinkable for the next six months - a catastrophe for the company.

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Replacement wanted!

It is that Problem many companies: Employees are absent for weeks and months due to illness – keyword Burnout – or take a longer career break.

In the rarest of cases there is a professional deputy who can step in immediately, and colleagues can only cushion part of the work. Above all, a qualified illness replacement for Executives finding is almost impossible. What can companies do in such a case?

Interim Manager as an almost unknown alternative

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A possible Solution, which is still hardly used, is the use of an interim manager. Due to his professional expertise, he can Tasks take over immediately from the manager who has failed and continue projects smoothly.

Interim managers only remain temporarily in the company and leave the company as soon as the mandate is terminated or the former owner is again operational.

The advantages of a manager on time

Since they are self-employed and only the number of working days actually worked is calculated, interim managers are usually cheaper for the company than a comparable one Candidate in permanent employment.

They also bring many years of experience, an unbiased view from the outside and a breath of fresh air - new ones ideas and solutions are developed and implemented more quickly.


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Nevertheless, in the cooperation between the interim manager and the "new" Team There are discrepancies, irritations and mistrust, after all, both sides have no time to get used to each other.

Here, it is up to the management to set the course at an early stage - the following tips have proven themselves in practice:

  1. Selecting the right interim manager: A good but often complex way for the company is to research on your own network, on Internet portals such as XING and LinkedIn or with colleagues from other companies. Alternatively, companies can also get in touch with professional agencies: niche providers specializing in a specialist area and maintaining a close personal contact with their interim managers are suitable.
  2. Briefly but concisely familiarize the interim manager! This means clearly defining their tasks, competences and powers and communicating them to the workforce. However, it is especially important to give him a sense of the corporate culture with its Dos and Don'ts.
  3. Inform all employees personally about the use of the interim manager; but make it clear that it is a temporary solution and the permanent holder returns to the company - this is best marked with a concrete date.
  4. Clearly define objectives and expectations, and keep them in writing - interim managers, employees and management have the opportunity to clearly evaluate their successes.
  5. Keep the failed executive in the loop - if so desired. In particular, a thorough handover between the interim manager and the job holder when returning to the company is decisive for success.

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