Interim managers in demographic change: A solution to the shortage of specialists in management positions

At a time when demographic change is fundamentally transforming the world of work, one group of experts is becoming increasingly important: interim managers. These experienced managers offer companies flexible solutions for staff shortages and strategic challenges. Dr. Claus Michael Sattler, a renowned interim CIO, explains why medium-sized companies in particular can benefit from this model.

Demographic change as a challenge for companies

Demographic change poses considerable challenges for companies. Dr. Harald Schönfeld from butterflymanager predicts that good managers will soon be as hard to find as craftsmen or nurses. He cites the demographic factor and a new understanding of work-life balance at management level as the reasons for this development. [Source: 1]

This development is leading to a significant shortage of labor and skilled workers, which is particularly affecting small and medium-sized enterprises (SMEs). The increased competition for the remaining available workforce poses major challenges for SMEs in particular, as they often do not have the resources to keep up with large companies when it comes to recruiting skilled workers. [Source: 2]

Interim managers in demographic change: a flexible solution

In this context, interim managers offer a promising solution. Interim management plays a crucial role in keeping companies flexible and competitive in purchasing and other areas. Demographic change and the shortage of qualified specialists present many companies with the challenge of bridging vacant positions quickly and effectively. Interim managers offer a strategic solution that not only helps to overcome staff shortages, but also strengthens the company’s resilience and agility. [Source: 5]

Advantages of using interim managers

1. immediate availability and expertise

Interim managers bring experience, flexibility and immediate operational readiness. Companies benefit from an expert who not only temporarily manages a position, but also brings fresh impetus and new perspectives. The onboarding process of an interim manager is considerably shortened due to their extensive experience and specific know-how. [Source: 5]

2. bridging staff shortages

Imagine you have not filled a management position for several months. During this time, untapped potential and resources in your organization remain unused. The consequences are delays in projects, missed negotiation opportunities and a growing burden on your existing team to fill the gap. Every day without competent leadership means a financial loss for your company and slows down the introduction of innovative solutions in a rapidly changing market. [Source: 5]

3. knowledge transfer and innovation impulses

Demographic change may seem like a burden to some, but it also opens up new opportunities. The departure of experienced managers creates a need for specialized expertise, which interim managers can ideally cover with their broad industry experience. They ensure that the specialist knowledge is retained in the company and a bridge is built to the next generation of specialists. [Source: 5]

4. flexibility and cost efficiency

Opting for interim management means that companies can not only avoid bottlenecks, but also drive forward transformative projects without committing to the long term. In times when flexibility and adaptability are crucial to success, an interim manager offers the opportunity to react quickly and effectively to change. [Source: 5]

Interim managers in demographic change: Particular relevance for SMEs

The use of interim managers offers particular advantages for medium-sized companies. Dr. Claus Michael Sattler, an experienced interim CIO, explains: “Medium-sized companies often face the challenge of finding and retaining highly qualified managers. As an interim CIO, I can help these companies to modernize their IT strategies and accelerate digital transformation processes without having to make long-term commitments.”

Demographic change means that people are no longer applying to companies, but companies are applying to people. So the tide is turning 180 degrees. We can already see today that many skills are only available to a very limited extent. This will get worse, which is why we need to rethink: it’s not a question of wanting to, but simply a necessity. We will have to share existing capacities more flexibly in order to maintain Germany’s competitiveness as a business location. [Source: 7]

Strategies for companies facing demographic change

Companies can pursue various strategies to meet the challenges of demographic change:

Balanced age structure
Customized recruiting
Increased employee loyalty
Development and qualification of employees of all ages
Life-phase-oriented management
Maintaining the ability to work
Reintegration management
Generation management

These measures can help companies to manage the situation within the company in the best possible way. These include a balanced age structure, adapted recruiting, increased employee retention, development and qualification of employees of all ages, life-phase-oriented management, maintaining the ability to work, reintegration management and generation management. [Source: 8]

The future of interim management

The golden age for interim managers (m/f/d) continues, as experts confirmed at DÖIM’s 8th Conference for Interim Management in Salzburg. There are many reasons for this: a shortage of skilled workers, changing values, digitalization and the education revolution all play a role. [Source: 3]

Prof. Dr. Peter Hartz, a renowned social reformer, sees the growing importance of interim management in his comments on the “Work of the future”. The positive development in recent years confirms this assessment. Nevertheless, Hartz also sees changes coming to the industry. [Source: 9]

Conclusion: Interim managers as a strategic resource in demographic change

The use of interim management is far more than just an emergency solution for vacant positions – it is a strategic decision that helps companies to secure competitive advantages and remain fit for the future. In practice, it has been shown that companies that rely on this flexible resource not only overcome operational hurdles, but also proactively set the course for a successful future. [Source: 5]

In times of demographic change, interim managers such as Dr. Claus Michael Sattler are a valuable resource for companies, especially SMEs. They not only provide short-term solutions to staff shortages, but also long-term strategic advantages. By contributing their extensive experience and specialized knowledge, interim managers help companies to master the challenges of demographic change and prepare for the future.

Sources

https://www.digitalbusiness-cloud.de/interim-manager-ein-ausweg-aus-dem-fachkraeftemangel-a-8d9174a559240f0617b60a144fc7b283/
https://arbeitgeberportal.kununu.com/blog/demografischer-wandel-im-unternehmen/
https://www.kaigondlach.de/das-goldene-zeitalter-des-interim-management/
https://www.esgvolution.com/de/wissen/soziales/demografischer-wandel/
https://beckprocon.de/interim-management/
https://www.bertelsmann-stiftung.de/fileadmin/files/BSt/Presse/imported/downloads/xcms_bst_dms_35961_35962_2.pdf
https://www.deutscheinterim.com/blog/generation-interim
https://sichereswissen.info/demografischer-wandel-und-seine-auswirkungen-im-unternehmen/
https://ddim.de/zukunft-der-arbeit/
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