When you decide to start an internship program at your business, you must have a plan to ensure two things:
- You provide sufficient value and information for the interns; and
- Your interns provide sufficient value for your business.
An internship is designed to benefit both parties, but if you don’t have a way to manage interns effectively, the program probably won’t work. Internship management requires a written plan, as well as contingency options in case you need to adjust daily activities or goals.
Additionally, managing interns requires oversight. Assign at least one person to cover internship management; you might need more than one, depending on how many interns you bring onto the team. The manager should know how to mentor and teach people effectively and should, ideally, have experience in this area.
Whether you’ve already started an internship program or are in the planning stages, the following tips will help you create the best possible program.
Steps for a successful internship program
Remember that interns have specific goals when they take such a position. They’re interested in working in your industry, and they want to get as much information and hands-on experience as possible. Most interns are in college or graduate school, though some high schools have similar programs.
You can decide in advance what level of knowledge your interns need. For instance, some companies only accept interns who have reached their junior year of college or higher, while others accept much less seasoned applicants.
Create an onboarding program
Interns are likely to feel intimidated and nervous when they first enter the program. Just as you onboard new employees with orientation and training, develop a similar program for your interns. This could include a seminar with the internship manager or a relevant trainer as well as one-on-one guidance.
During the onboarding phase, get an idea of what your interns want or expect to get out of the experience, then outline your own goals for the program. If both the company and the intern know one another’s expectations, the program will run much more smoothly.
Depending on the industry, onboarding can take anywhere from a few hours on the first day to an entire week.
Build rapport with interns
Try not to view an intern as an opportunity for free labor. Establish a relationship with your interns, so they know they can come to you for advice or with questions. You don’t want to become best friends, but building solid rapport will help the program succeed.
For instance, you might bring in lunch on Fridays for the interns and share a meal together. Instead of talking about work, ask them about their career goals, their intellectual pursuits, and their other experiences.
On a one-on-one basis, get a feel for how each intern works and learns. Everyone has a different learning style, and some people work faster than others. Try not to pit interns against each other — unless you’re staging some friendly competition — and do some research to learn what you should expect in terms of output and knowledge.
Encourage teamwork
If you’re bringing on multiple summer interns, encourage them to bond. You might give them assignments that require teamwork, so they have to work together to reach a common goal. Internship programs often prove extremely valuable in terms of networking, so you can help these professionals develop ties that might last for years.
You can also encourage teamwork between interns and employees. Before you pair off people, however, make sure their personalities are compatible. Matching an introverted employee who prefers to work alone with an extroverted intern who loves to talk might not work out well.
Rotate assignments
Just like employees, interns can get bored when they face the same task every single day. To make sure that your interns get value from the experience, rotate them between departments and assignments. Expose them to as many aspects of the business as possible, so they know what to expect when they take jobs in the real world.
You can also give them new places to work, depending on the size of your office. A change of scenery can feel fresh and new, and your interns will learn how different areas of your business function.
Internship management strategies
Now that you know a bit about how to manage interns, start thinking about internship management strategies. How can you make your program successful? What policies can you implement to make sure everyone comes away from the experience with a positive outlook?
Treat all interns equally
Playing favorites can build resentment among interns. Some might have more experience or knowledge than others, but don’t neglect the interns who might not pick up skills as quickly. In fact, those people might need even more attention to help keep pace with their peers.
If you establish a rule, make sure you enforce it with all interns. The same goes for rewards and accolades. Let your employees know exactly how the summer internship program works, so they can interact with your interns appropriately.
Provide constructive criticism
An internship is an opportunity for future professionals to learn the ropes. They’re at your business to gain valuable skills and knowledge, so don’t squander the opportunity. Constructive criticism will help them grow as people and as professionals, and they won’t feel as though they’ve wasted a summer.
When giving criticism, try following the positive-negative-positive strategy. You start with a compliment, add some criticism, and end with praise. For instance, you might say: “Emily, I love the effort you put into this project. It really shows. I’d like to see you focus on the details more closely, but I’m impressed by your work ethic.”
The positive-negative-positive strategy makes criticism easier to swallow and emphasizes that you notice good things as well as areas that need improvement.
Write a job description
Interns serve virtually the same purpose as employees except that they’re at your business to learn. Consequently, writing job descriptions will give your interns some direction and allow them to understand what awaits them when they graduate school and find a job.
The job description doesn’t have to be detailed or specific. After all, interns often work in different roles, so they know what they want to do later in life. However, you can write a description that covers the broad strokes and responsibilities of their role, which enables everyone to start the program on the same page.
Set an example
If your interns see you goofing off, taking long lunches, and cutting out early, they’re likely to do the same. After all, you’re the leader in this situation, and they’re the followers. If you want your summer internship program to conclude successfully, set a positive example throughout the experience.
Additionally, make sure your employees remain on their best behavior. They should follow the rules and behave professionally.
Give your interns a voice, as well, if they feel slighted in any way. An employee might speak harshly to them over a minor problem, for instance, and you’ll want to know about it. Let your interns know that you’re always available for questions, concerns, and complaints. Otherwise, you might not know that half of the interns come to work miserable every morning and leave the same way.
Check in regularly
If you’re not overseeing the day-to-day schedules of your interns, don’t forget about them. Check in at least once a day to ask about their progress and answer any questions. If you aren’t able to do this, assign someone else to the task.
This gives interns a sense of continuity and importance and allows them to feel more comfortable as they approach each day’s work. You can also send emails or make phone calls if you need to get in touch but can’t visit with them physically.
Solicit feedback
At the end of the summer, ask your interns for their honest feedback. Give them anonymous forms to fill out and invite them to give as much criticism and praise as they wish. Explain that you want to improve upon the program, and that you appreciate any insight they have to offer.
You can also ask for feedback midway through the internship. This gives you a chance to make adjustments based on what you learn.
Managing interns can prove challenging, but the above tips will help you create a program that benefits both your company and the interns you bring on board.