Implementation of a PES: what are the advantages of interim management?

For companies in the restructuring phase, the implementation of a PSE can be particularly delicate and complex, given the human issues and the multiple challenges associated with it.

To manage this change management with serenity and ensure that it runs smoothly, using an interim manager is a very strategic solution.

Here is an overview of the advantages of interim management in the context of a PSE.

 

What is a PES?

An Employment Safeguard Plan (PSE), also known as a “social plan”, is a legal procedure aimed at avoiding or limiting economic redundancies in a company in difficulty.

The implementation of a PSE is mandatory when the employer dismisses at least 10 employees over a period of 30 days, in a company with at least 50 employees. This can be done by collective agreement or by unilateral decision.

What are the measures of a PES?

The job protection plan consists of a wide range of mandatory and optional measures aimed at minimising the consequences of the company’s restructuring on jobs.

Here are some examples of mandatory measures that must be put in place as part of an ESP:

• Promote the internal redeployment of employees in France, to similar jobs;
• Create new activities within the company;
• Promote the resumption of all or part of the activities in order to avoid the closure of the establishment;
• Implement initiatives to encourage outplacement outside the company;
• Implement training, VAE (validation of prior experiential learning) or retraining actions;
• Implement measures to reduce or adjust the
  working time;
• …

These mandatory measures can be supplemented by optional actions, such as the introduction of incentives for voluntary departures or assessment actions to help employees better position themselves on the labour market.

 

Why call on an interim manager when implementing a PES?

Managing a redundancy plan is a complex process, often the source of tension, which must be rigorously structured and must comply with regulatory requirements and employee rights. This requires excellent knowledge of the legislation, but also in-depth expertise in change management, negotiation and human resources management in order to reduce social impacts as much as possible.

In such a context, the intervention of an interim manager can be particularly advantageous, in several respects.

What is the role of the interim manager?

A high-flying executive, the interim manager stands out for his long and prestigious professional career, his leadership skills and his solid sector expertise. He intervenes, directly within the company, for a limited period of time, generally ranging from 6 to 18 months, in order to respond to a targeted problem: driving a digital transformation ; managing a crisis ; replace an absent manager or director at short notice ; ensure change management…

As part of a redundancy plan, it is possible to seek the expertise of an interim HR director or an interim manager with long experience in managing job protection plans.

What are the advantages of interim management when setting up a PES?

• Expertise in crisis management

Calling on an interim manager as part of a PSE allows you to benefit from the crisis management expertise of an experienced professional, having already led numerous complex restructuring projects in a variety of environments. It can also intervene in emergencies, at short notice and demonstrates immediate operational excellence.

• Adapted interpersonal skills

In addition, the interim manager is endowed with several human and managerial qualities that are essential for this type of delicate project with many human challenges: leadership, pragmatism, composure, decision-making skills, etc. This greatly facilitates change management and the management of sensitive situations and allows the company to ensure the deployment of appropriate measures, which are more difficult to deploy internally.

His emotional intelligence, his interpersonal skills and his negotiation skills also allow him to navigate relations with employee representative bodies with delicacy and tact, to preserve a constructive dialogue on an ongoing basis.

• An external and objective view

As a professional from outside the company, the interim manager arrives with a fresh, impartial perspective, which allows him or her to make strategic and informed decisions in a very short time. He approaches the situation in an objective and rational way, without being influenced by internal dynamics and by the social climate of the company.

• In-depth knowledge of legal provisions

Calling on an interim manager who is an expert in the management of a redundancy plan also ensures that this procedure is fully compliant with the law. An expert in labour law, this professional knows the regulatory implications of this system by heart. The company thus secures its entire ESP and protects itself from possible disputes or sanctions.

The interim manager can also help the company identify and implement the most effective appropriate measures (training, internal or external redeployment, support for professional reintegration, etc.).

 

In short, calling on an interim manager for the implementation of a redundancy plan is a safe and reliable way to guarantee the proper deployment of this procedure on time, in compliance with the legislation and in the interests of all stakeholders.