Companies generally tend to assign Interim Managers to compensate absences of own managers, to guide special projects, or to expand business units or restructure existing ones.
Traditionally Interim Managers have been taken on board for assignments which are unpopular. These can be restructuring measures with corresponding personnel lay-offs or the closure of sites or business units. In addition Interim Managers are being used as a buffer during the search for permanent staff. This can be the case by corporate transitions, take-overs, successions or general restructuring. It enables a continuing operation without problems. This applies both to middle and top management. In the meantime, a new area of Interim positions has arisen. Often Interim Managers are being selected for periodical projects. They then have the competence which the company itself is lacking.
They may complete existing project teams when the personnel capacity is (temporarily) not sufficient. In this case, a full transfer of know-how and experience from the beginning is very important. The temporary “colleagues” have a need to know. If this transfer is insufficient or even non-existing, the company misses important information, which results in weakening its positioning in an everlasting competition.