How can we help interns fit in?

October 12, 2010 at 9:41 am Leave a comment

If interns are to function as effectively as possible, they must feel some sense of allegiance to the company. Because if they don’t feel accepted, they simply won’t want to do their best.

Furthermore, in order to learn, interns must feel comfortable asking questions and seeking clarification. In order to feel at ease, they must believe they have allies in the rest of the team… or at least the loyalty of certain members.

So how can you help interns fit in? Put these tips into practice:

  • Set up get-to-know-you strategies. You should start by introducing interns to the rest of the team, preferably on an individual basis. Then, follow this up with an activity, like a team lunch, to welcome interns.

Or, you might schedule a group get-acquainted session: Here, the interns can ask employees for information on the company and culture; and interns can share the student perspective on current situations. This helps bridge the gap between interns and older employees by both allowing interns to receive information and feel valued for their own input.

  • Tell team members to make the first move. Encourage employees to make interns feel welcome by smiling and saying hello, offering to answer questions, asking about interns’ education and aspirations, and even inviting students to lunch. Explain how simple gestures like these mean a lot to new interns looking to fit in.
  • Assign non-supervisor mentors. Interns need an ally they can confide in without worrying about being evaluated. So even though they have supervisors, each should also be assigned a mentor—preferably one that’s somewhat close in age. This assures students there’s at least one person on their side, initiating them into the group.
  • Eliminate a competitive environment. Sometimes, particularly in start-up internship programs, entry-level employees fear that interns are being brought in to take their jobs. As a result, they are reluctant to help interns succeed or fit in socially.

The solution is to make it clear to employees ahead of time that interns are being hired to help them do their jobs more efficiently, not to turn paid positions into unpaid internship roles.

  • Consider a second (or third) intern. As evidenced by the pledge-class structure of sororities and fraternities, people transition more smoothly into a group when they have someone entering alongside them. This ensuing camaraderie is especially helpful if your team is intimidating: if they’ve been together for a long time or are extremely tight-knit.
  • Assign more than menial tasks. Students will likely feel isolated if they are working on only clerical tasks and coffee runs while everyone else is contributing to common, more critical projects.

This doesn’t, however, mean you must give interns only glamour jobs, or totally avoid assigning more menial tasks. Just be sure you balance the mindless work with more educational-based missions. Not only will interns learn more; they’ll have shared projects to talk about with the rest of the team.

Entry filed under: intern management. Tags: .

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About this blog

This blog is dedicated to employers with a focus on how to hire and manage interns effectively. We will have a variety of experts who will share helpful ideas, tips and more. We invite you to comment, ask questions and share your experiences. You are also welcome to submit written contributions to this blog.

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