Use of interim managers is increasing

The latest survey findings by Ipsos MORI for the Interim Management Association (IMA) have shown the proportion of private-sector interim assignments has increased to 52%, overtaking the number of completed public-sector assignments for the first time since the third quarter of 2009.

Commenting on the use of interim managers within the public sector, Paul Botting, chairman of the IMA and MD of Odgers Interim Commercial, said: "With the imminent spending review, a possible fall in the number of interim managers working in the public sector is to be expected. What is very interesting, however, is the nature of the role performed by interim managers working in this sector.

"While programme management decreased from 37% to 30%, business improvement (that is, change management) increased significantly from 16% to 26% in the second quarter. This shows interim managers are the preferred option at a time when new ideas and expertise are crucial in order to drive deep-rooted reforms to the way public services are delivered."

The Ipsos MORI survey also revealed a change to the assignment areas within the private sector with banking and finance assignments falling from 43% to 34%. This has meant the number of assignments has largely increased in areas that have, until recently, seen a lower number of interim managers. Areas such as retail, chemical/pharma/biotech and business services have all grown in the number of interim managers being used.  

Summing up the survey, Botting added: "Our latest results demonstrate clearly how senior, experienced executives are being sought to lead and change organisations in business-critical operations in the public and private sector. It is also very encouraging to see the increasing use of interim managers again in the private sector, where historically interim managers have always been key drivers of growth."

The survey polled 28 interim management providers that are members of the IMA, which is part of the Recruitment and Employment Confederation (REC).

This article was first published on hrmagazine.co.uk