1. Check if you really need an interim manager or whether the skills and knowledge you require already exist within your organisation.
2. Have an ideal candidate in mind to ensure you pick the right person for the job.
3. Always use a reputable interim provider that can find managers with the right balance of management skills, technical know-how and market knowledge.
4. Don’t waste time as the best interim managers can get snapped up quickly.
5. Remember that interim managers can speak openly to clients about changes such as job losses because they don’t have emotional attachments to companies.
6. Agree the aims and timescales of the assignment at the outset, so that both parties know their objectives, and review as the assignment progresses.
7. Ensure the interim manager understands your needs from the start; once a contract is signed, an interim has five working days to understand the role and requirements.
8. Clarify the role of the interim manager to permanent staff, so that they understand the person is being taken on for a defined period of time and can transfer skills to permanent employees.
9. Don’t make pay comparisons to permanent staff; it is misleading because the interim manager is chargeable at an inclusive rate and does not enjoy benefits such as pensions or holidays.
10. Interim managers can work for any size company and may be suitable for an SME that lacks skills in certain areas but is not able to justify employing someone full time.