The Interim Manager’s Role in Enhancing Employee Well-being

Not enough time to read the full article? Listen to the summary in 2 minutes.

Employee burnout is at an all-time high. A recent Gallup study found that 76% of employees experience workplace stress that affects their productivity. Companies facing high turnover, absenteeism, and declining engagement often overlook a critical factor: employee well-being.

Many leaders assume that HR departments alone should handle well-being initiatives. But when companies go through organizational change, restructuring, or leadership transitions, well-being often falls by the wayside.

This is where interim managers play a crucial role—not just in driving business results, but in ensuring that employees remain engaged, motivated, and supported during turbulent times.

So, how exactly do interim managers enhance employee well-being, and why does it matter for long-term business success?

Why Employee Well-being is More Than Just a Perk

A company’s success is directly linked to how well its employees are doing—physically, mentally, and emotionally. Research by Deloitte shows that companies with strong well-being programs see 2.5 times higher employee engagement and 3 times lower turnover rates.

Ignoring well-being leads to:

✔ Higher absenteeism and productivity loss
✔ Increased stress and burnout among employees
✔ Higher turnover rates, leading to costly rehiring and training
✔ Lower morale and weakened company culture

During corporate transitions—whether a merger, leadership change, or crisis—employee stress spikes. This is when an interim manager steps in, stabilizing the workplace and ensuring that people remain engaged and motivated.

How Interim Managers Enhance Employee Well-being

1. Creating Stability During Uncertain Times

Change often creates fear and uncertainty. When a company undergoes restructuring, employees worry about job security, role changes, or leadership shifts. An interim manager provides immediate leadership, offering clarity and reassurance.

They act as a bridge between leadership and employees, ensuring clear communication about changes, addressing concerns, and preventing disengagement. In fact, companies with transparent leadership experience 30% higher employee trust, according to Edelman’s Trust Barometer.

Example:

A European manufacturing firm faced a leadership gap after a sudden CEO departure. Employees feared job losses and declining business. An interim CEO quickly stepped in, held town halls, reassured employees about job security, and restructured leadership roles to maintain stability.

Within six months, employee satisfaction scores improved by 40%.

2. Strengthening Mental Health and Stress Management Initiatives

Mental health is no longer just an HR issue—it’s a business priority. A 2023 WHO report found that poor workplace mental health costs the global economy $1 trillion in lost productivity annually.

Interim managers help organizations:

✔ Introduce or strengthen mental health support programs
✔ Establish work-life balance policies, reducing overwork culture
✔ Train leaders to identify and address burnout symptoms
✔ Integrate flexible work arrangements to ease employee stress

Interim HR and operational leaders often audit existing well-being programs and refine them based on company needs. They also implement quick, high-impact solutions such as anonymous feedback surveys, stress-reduction initiatives, and wellness benefits.

Example:

A financial services firm undergoing restructuring had employees working long hours with little support. An interim HR leader implemented stress management coaching and a mandatory “no meetings after 6 PM” rule. Within three months, employee stress levels dropped by 25% and productivity increased.

3. Fostering a People-Centric Leadership Style

Many interim managers are change leaders, brought in during times of transformation. Unlike permanent leaders, they focus on short-term, high-impact improvements, and that includes fostering a strong, people-first culture.

They ensure that:

✔ Leadership is approachable and regularly engages with employees
✔ Recognition programs are introduced or revitalized to boost morale
✔ Teams feel valued, heard, and supported during transitions

Example:

A global tech company brought in an interim COO to oversee an acquisition. Rather than focusing solely on operational efficiency, he prioritized team-building efforts between merging companies, set up weekly employee feedback sessions, and ensured leadership met with teams one-on-one.

The result? Employee engagement increased by 32%, and the transition was completed smoothly.

4. Improving Communication and Transparency

One of the biggest causes of workplace stress is a lack of clarity. Employees feel anxious when they don’t know what’s happening within the company, leading to speculation and disengagement.

Interim managers are experts in crisis communication—they ensure that:

✔ Clear, transparent updates are given regularly
✔ Employees feel heard and included in business decisions
✔ Leadership teams avoid corporate jargon and communicate openly and authentically

Example:

A retail company facing a major operational shift had employees worried about potential layoffs. An interim director created an open Q&A forum, issued weekly updates, and hosted in-person briefings. Employee trust in leadership rose by 47% in just three months.

Why Companies Should Leverage Interim Managers for Employee Well-being

Interim managers bring immediate, hands-on expertise to businesses undergoing change. Unlike consultants, they don’t just advise—they execute and lead.

Key advantages of interim managers:

✔ They address well-being challenges immediately without long hiring processes
✔ They stabilize the workforce during mergers, leadership transitions, or crises
✔ They create lasting well-being strategies that improve culture and retention
✔ They bridge the gap between employees and leadership, fostering trust

Final Thoughts

Employee well-being is not a “nice-to-have”—it’s a business necessity. Companies that fail to support their workforce risk losing top talent, productivity, and long-term growth opportunities.

Interim managers play a vital role in stabilizing teams, strengthening mental health initiatives, and fostering a people-first leadership culture. Their ability to step in and drive immediate impact makes them invaluable in today’s fast-changing business environment.

Need expert leadership to enhance employee well-being during times of transition? CE Interim provides top interim managers who ensure your workforce stays engaged, motivated, and resilient. Get in touch today!