Interim Roles Benefit Organizations and Professionals in Flux
We’re no longer in a business-as-usual work environment as many organizations are experiencing major changes including a downturn in sales, revenue instability, a reduction in workforce, or employees working remotely. As professionals find themselves unemployed, underemployed or even just disengaged in their current roles, they are taking the opportunity to assess their career paths as well as factors like work/life integration. All of these reasons are why organizations and professionals view interim roles as a potential solution as they work through uncertainties.
Why would an organization use an interim employee?
- An organization cannot commit to hiring a permanent employee. Even as organizations are returning to a more usual operating environment, they may be uncertain about hiring and onboarding a new team member for the long haul. Bringing on an interim team member allows them to manage the risk around a new hire.
- An organization needs someone with a specific skillset to devote time to a high-priority project. If there is a short-term project an organization is unable to get done with its current bandwidth or expertise, an interim employee can jump in and get to work quickly. This extra support can be especially helpful when an organization is going through an acquisition, merger, system implementation/conversion or navigating their PPP loan.
- There is a need to re-think the role, but the work still needs to get done. While an interim team member is handling day-to-day responsibilities, the organization can assess – or reassess – the position before making the hire permanent. Should the role encompass more/fewer duties? Should the role require a different level of experience? Is there a skillset missing from the current job description?
- The organization has a department in need of an overhaul. An interim consultant with deep expertise can provide insights into how to reorganize, restructure or rethink a department. How can the organization better structure the department to take advantage of employee skill sets? Should there be a development plan for the existing employees? What roles/functions could be added or removed from the team to achieve maximum efficiency?
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