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The Connection: November 2024 Issue #34

When companies experience leadership changes or someone temporarily steps into a key role, they often appoint an “Acting” or “Interim” manager to cover those responsibilities. While both roles may appear similar, there are distinct differences in expectations, duration, and responsibilities.

Here, we’ll break down the meanings, differences, and when each title is typically used.

What Does “Acting” Mean in a Job Title?

An “Acting” title is given to someone who temporarily fills in for a higher position, often when the original position holder is away due to illness, personal leave, or a temporary assignment.

The key points about an Acting title include:

1. Temporary Replacement: The person is temporarily filling in but is not permanently replacing the original manager or executive.
2. Short-Term Coverage: Acting roles are typically brief. The person holding this title continues their original duties while covering additional responsibilities.
3. Focused on Continuity: The acting manager ensures smooth operations until the original positionholder returns.

Example: If a Chief Operating Officer (COO) takes a three-month leave, the organization might assign the Acting COO to a qualified internal candidate to keep operations running smoothly.

What Does “Interim” Mean in a Job Title?

An “Interim” title is given to someone who temporarily steps into a role, usually during a time of transition when the organization is actively searching for a permanent replacement.

Key aspects of an Interim role include:

1. Transitional Role: An interim manager or executive takes on the position with the understanding that a new, permanent hire will eventually take over.
2. Longer-Term Duration: Interim roles generally last longer than acting roles, as the hiring process can take weeks or months.
3. Potential for Permanent Role: If interim managers succeed, companies may consider them for permanent positions.

Example: If a CEO resigns, the board of directors might appoint an Interim CEO to lead the company while they search for a permanent CEO.

When to Use “Acting” vs. “Interim”

• Use “Acting” when covering for someone on a temporary absence, such as medical leave, vacation, or a short-term assignment.
• Use “Interim“ during times of transition, like a resignation or a lengthy hiring process, where a clear successor isn’t immediately available.

Key Differences Between Acting and Interim Managers

Here are some key differences between both roles:

• Purpose:

Acting: Temporary fill-in for current position holder

Interim: Holds position while a permanent replacement is found

• Duration

Acting: Short-term

Interim: Medium to long-term

• Scope

Acting: Often limited to maintaining daily operations

Interim: Broader scope, may implement changes

• Expectations

Acting: Temporary continuity

Interim: Leadership during the transition

• Future Potential

Acting: Typically returns to original role

Interim: May be considered for a permanent role

Why Are Acting and Interim Titles Important?

These titles help set expectations within the organization and provide clarity for employees and stakeholders. They show the company plans to maintain leadership and operations, even during transitions.

• For Employees: Understanding who is in charge helps maintain stability and morale.
• For Stakeholders: Interim and acting titles reassure investors, clients, and partners that business operations will continue smoothly.

When to Choose Each?

Choose an Acting Manager When:

If the usual manager is away for a short period (e.g., vacation, short medical leave). Continuity is key. The goal is to maintain stability without making changes or decisions that could disrupt the regular workflow. An internal employee is ready and can fill in without major adjustments or extra training.

Choose an Interim Manager When:

An interim manager can fill the gap if a new manager won’t be hired for months. An interim manager can handle department restructuring or the implementation of new processes. Sometimes, companies bring in interims with specific expertise to address particular challenges.

Conclusion

The roles of acting and interim managers are vital for companies dealing with leadership gaps, but they serve different purposes. Acting managers provide temporary stability. In contrast, companies hire interim managers when they need more extensive support. Understanding the differences between these roles can help companies make the best choice for each unique situation. Whether a company needs continuity or change, acting and interim managers provide the right level of support to help them move forward confidently.