With summer approaching, get ready for interns to come knocking on your doorstep.
You might already have one or two at the office, however, it’s absolutely crucial to know how to manage them. Even if you’re an experienced manager, managing an intern still comes along with a few challenges.
Here are a few recommendations for managing an intern.
Paid or Unpaid?
Interns are very observant. Their level of productivity is heavily influenced by their payment arrangements. Thus, the more they are being paid, the more efficient they’ll be and vice versa. There are certain limitations as to what he or she can or cannot do. Although many companies break this law, the government has been trying to implement a certain ruling to benefit both parties.
In case you’re a non-for-profit making organization, here are the conditions you must meet in order to not pay an intern:
#1. The internship, though it includes the actual operation of the facilities of the employer, is somehow similar to a training program.
#2. The internship experience should be for the main benefit of the intern.
#3. The intern must work under close supervision of existing staff.
#4. The employer that provides the training derives no immediate advantage from the activities of the intern.
#5. The intern is not authorized or eligible for a job at the conclusion of the internship unless the other party comes to terms prior to the employment.
#6. Both parties (employer and intern) have a clear understanding that the intern is not entitled to wages for the time spent in the internship.
So if your intern is not being paid, he or she can’t cover vacations, take responsibilities over tasks that would be done by someone else if they weren’t there, and must benefit the most out of the contract.
Recall that the Intern Is New to the Workforce
In the event your intern may have acquired some level of experience before knocking on your door, it’s most likely to be in sales. This might be of great use to you and your company and as near as I can tell, interns with this kind of experience stand out and are highly recommended for hiring.
Teaching Meeting Behavior
Many interns are ambitious and are used to being at the top of their class. Because they are known for being brilliant, everyone comes to them for ideas. However, no matter how smart they are, they are still inexperienced in the office.
As the supervisor, you ought to explain what is expected- how they should say it and when they should say it. To be frank, this is strictly a company culture that we expect the experienced to be aware of. Unfortunately, interns are inexperienced.
Give Extra Feedback
A school environment is what we believe each and every intern is used to. This involves debates, quizzes, tests, homework and other forms of academic activities. At some point in the semester, a student is able to know where he or she stands.
It’s important that they are given regular feedback as they continue to be delegated tasks. Positive or negative, it’s absolutely crucial to let them know if they are living up to your expectations or below. Be open to their opinion. Let them know if their concepts are feasible and how much you appreciate their input.
This part of training is the most important aspect, especially in the business world. If their performance is below average, let them know. It’s also important to remember that they’re inexperienced, so don’t expect them to perform on the same level of an employee.
Moreover, if he or she does something completely unacceptable like showing up late or perhaps arguing with you, have a chat with them and tell them that there are policies to abide by.
If interns are managed and trained properly, they’ll probably transition into the greatest employees, thus helping you and your company reach higher heights.