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- Costs:
an Interim Manager is paid per effective day of work and the standard
project-based contract foresees only one month forewarn. This is
why costs of an Interim
Manager do
not affect internal
balance, are clear
and set out in advance,
do not generate further expenses usually linked to an
open-ended
contract, such as benefits, car, mobile
phone, PC, nor extra costs for
dismissal (forewarn, lawsuits, etc.)
- Velocity: turnaround velocity is often more important than the change itself. In other words, if one fails to solve a problem or gives up launching a new project, hidden costs, including potential turnover losses, are always higher than those of a Temporary Manager.
- Flexibility:
the Interim
Manager allows the client to
customize the duration of the
project-based / fixed-term contract and/or the number of days; the
Temporary Manager brings in
innovation
and
high-end skills and
allows to develop pipeline
projects
or new business plans for which internal HR are considered unfit
- Effectiveness:
on the one hand the Interim
Manager
is not biased by the daily modus operandi, by market paradigms and
therefore he can envisage solutions
which would otherwise be out of reach for the company; on the other
hand he is an executive:
he is able
to step in the company structure in
less than two weeks because
having already had a role as G.D or M.D., he is aware of internal
interplays, knows how to communicate with HR and how to interact with
them rapidly
- Performance:
an Interim
Manager
thinks independently, focuses on results, immerses
himself immediately in the company activity, is welcomed by the
organization because his work points to growth and is limited within a
given timeframe
- Enrichment:
an Interim
Manager has international
vision and
experience, he knows the global market, accesses to heterogeneous
resources, develops new synergies, and
leaves all
this in the company, as a new
heritage
- Enhancement:
even if the business is going well enough, important margin
improvements are always possible. These can result in a significant
margin growth, by searching each time for the right solution according
to company identity
- Coaching:
while accomplishing his tasks, the Interim
Manager transfers his
skills and know-how to
internal key management (middle
management or new generation), ensuring the consolidation of achieved
results and safeguarding the principle of going concern at the end of
his mission
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