Let's say you have a resignation or just need some new blood in your management team. What can you do next? What are your options to ensure a successful transition and effective HR decision? In this edition of Off the Shelf, we discuss the steps you can take to ensure the successful management of your department during a transition.
Management change is your chance to identify and address long standing questions and concerns. Be sure to think through all the options and pending situations hanging over your department(s). Consider the following information as you make this decision.
- Quickly Hire a New Manager (promote from within or hire externally)
- Appoint an Internal Interim Manager
- Hire an External Management Firm
Quickly Hire a New Manager
If an internal candidate has been groomed for the next level up and you are confident of their skill sets, then you are in a great place. However, you still need to consider if the new manager should take over immediately or, in view of the department, whether it would be valuable to have an interim solution or team to deal with difficult issues prior to transferring leadership to your candidate.
An external candidate will realistically take 3 - 6 months to find, screen, and interview prior to the start date. This timeframe can be even longer in some hard-to-fill departments. Thus, in either case, some type of interim management arrangement could be beneficial.
Appoint an Internal Interim Manager
This popular option is best used when the department is running fairly smoothly and major changes are not anticipated. The interim manager could come from that particular department or from another department. Keep this in mind: if there are large projects (i.e. system changes, etc.), increasing and stretching the responsibilities of existing managers could be problematic.
Need help identifying issues to optimize performance? Review functions of an interim manager to get your department moving in the right direction.
Hire an External Management Firm
Advantages of hiring an external firm include the following:
- The ability to assess and develop plans to improve departmental operations
- A chance to focus on revenue growth
- An opportunity to successfully deal with personnel issues
- Interim managers can be used to make unpopular but necessary changes, which might limit the longevity of a permanent candidate
- The downside is, of course, the expense of hiring an external firm
External management firms come in a variety of packages. Here are the most common:
Flat Fee: You hire an interim manager that the firm presents to you
Pro: Very cost effective
Con: The firm does not typically meet with interim manager candidate; they simply collect and screen
Recommended for: Smoothly running departments requiring little change
Fee-based + Permanent Recruitment
Pro: Permanent recruitment services
Con: No on-site project management; firms do not typically meet the candidates prior to sending them your resume
Recommended for: Smoothly running departments having recruitment trouble
Fee-based + Consulting-focused
Pro: Consulting services to fix existing operational problems, plus project management to ensure client satisfaction
Con: Sometimes more expensive
Recommended for: Departments requiring change/having operational problems (often departments where previous manager was removed or a long-term manager is leaving)
Bottom line: think of your management vacancies as an opportunity to fix operational issues, train new leadership, and maximize your department's potential.
Need management assistance in your hospital or department? Know you have leadership issues, but not sure where to start? Contact Us.