It is difficult to predict whether your employees will accept an Interim Manager on their team. The level of acceptance will depend on the mandate, the scope of their assignment, the internal dynamics of the team and, lastly, the expectations on both sides. Interim Managers aim to add value to the processes and teams they will work with. They will not hesitate to propose improvements to meet current and future challenges. We're talking about the best of both worlds here, but what if my team is uncomfortable with the arrival of a new external and temporary member?
There may be multiple reasons:
- Resistance to change
- Skills Challenge
- Fear of having to work harder
- Fear of losing their job
- Assumption of a hidden agenda
In this article, we'll look at how to facilitate acceptance by the team and avoid traps, even before the assignment begins. These two steps are the best strategy to prevent pitfalls and incidents. It's essential to remember that organisations engage Interim Managers to provide and strengthen leadership and stability during an organisational transition or change. Their contribution will have a positive and lasting effect on the entire team and the organisation.
Start by pointing out the purpose of the Interim Manager's presence and the expected result. This first and crucial step towards acceptance will facilitate their introduction and integration. As a result, the team will see them as an asset rather than a threat.
How do you know if an Interim Manager is the right candidate for your company?
Acceptance is a complex process and requires an open mind from everyone involved. The Interim Manager will need to understand the culture of your organisation, as well as what their role involves. The team will want to challenge sector-related knowledge, trade-related technical skills, and project management expertise in a similar context. That is why it is essential to anticipate possible resistance at every process stage.
The three main reasons why your team may want to avoid working with an Interim Manager are usually:
- Lack of trust: regularly working with Interim Managers could make your team feel useless and lose confidence in its leader and the entire organisation. These are situations that prevent us from building team spirit.
- Lack of understanding: any changes must be clarified. It's also important to directly communicate each person's expectations, roles and contributions to the project or the organisation. Failing to do so may make team members feel redundant or unappreciated. If employees get that feeling, it will negatively impact the team and the organisation. Every stakeholder will want to avoid such a situation.
- And finally, uncertainty: as explained above, team members may fear losing their jobs. This feeling brings confusion and frustration, which can lead to an impasse.
Everyone involved must be informed of the situation so that there is a clear understanding throughout the process!
It is also essential to communicate openly with your team about your choice of Interim Manager and respond quickly to any concerns and questions. Being transparent and open will increase confidence, facilitate the chosen candidate's integration, and contribute to the excellent result of the assignment.
Conclusion
The key to a successful collaboration with an Interim Manager in your organisation is making sure your team accepts this new person: put your cards on the table and explain the role, tasks, expectations and objectives of your choice. The Interim Manager will have to prove that they have the skills and knowledge to carry out their role. They will need to show that they are helping the team and not replacing it. They are not necessarily better, but their external perspective adds value and enrichment for each team member.
Their adaptation to the culture and corporate vision is essential but also very complex because this is not about knowledge or technical skills but about human nature and convictions. If you, as a team leader, manage to link the two together, then you'll have all the ingredients to make the assignment a success!