{"id":201,"date":"2022-07-08T20:28:45","date_gmt":"2022-07-08T20:28:45","guid":{"rendered":"https:\/\/businesstenet.com\/?p=201"},"modified":"2024-03-10T11:22:59","modified_gmt":"2024-03-10T11:22:59","slug":"how-to-motivate-interns","status":"publish","type":"post","link":"https:\/\/businesstenet.com\/how-to-motivate-interns\/","title":{"rendered":"How to Motivate Interns: 15 Practical Ways"},"content":{"rendered":"\n

From giving the right feedback to forming long-term relationships, here are 15 real ways for all managers on how to motivate interns. <\/em><\/p>\n\n\n

\n
\"how-to-motivate-interns-management-leadership-mentorship\"<\/figure><\/div>\n\n\n

Interns may be short-term employees, but with motivation and the right guidance, a manager can make them valuable long-term assets for the company. Sure, there is a high chance they may not stick or deliver results, but they\u2019re enthusiastic, willing to learn, and sometimes really talented. Plus interns who have a good experience go on to spread good word about the company.<\/p>\n\n\n\n

The ShilpaAhuja.com (SAM) Internship Program<\/a> is currently in its 5th<\/sup> batch and its success is in the fact that many new applicants apply because my ex-interns recommended the program to them. As an intern manager, I have hired some of my interns as regular employees after the SAM internship program ended. In fact, I personally prefer hiring someone I trained right out of college more than hiring experienced employees and making them unlearn<\/em> and relearn.<\/p>\n\n\n\n

So I prefer treating my internships as training positions. That\u2019s why I have created a must-read guide for all intern mentors and managers. These tips on how to motivate interns is based on my experiences.<\/p>\n\n\n\n

15 Ways to Motivate Interns and Increase Engagement<\/h2>\n\n\n\n

1. Plan a Long Lasting Relationship<\/h3>\n\n\n\n

Think about why you should hire interns. The interns join temporarily, and the time it takes to train them isn\u2019t worth it for most companies as once they are trained, it\u2019s already time for them to leave. So think of what real long-term benefits your company will have if you hire interns. It could be to attract talent, or get youngsters\u2019 perspectives, etc. This will motivate you to build a proper relationship with them, mentor them and keep in touch with them even afterwards.<\/p>\n\n\n

\n
\"how
Creating a good internship program all depends on your company\u2019s individual needs and how you build your relationship with interns.<\/figcaption><\/figure><\/div>\n\n\n

2. Take Time to Get to Know Them<\/h3>\n\n\n\n

And that brings us to the second point. The first step to creating a long-lasting relationship is to get to know them well, take genuine interest in their work. Ask them about their skills, interests and what they want to contribute to the company.<\/p>\n\n\n\n

If you take time to read their applications or understand their potential, they\u2019ll feel encouraged to contribute, as they\u2019ll get the idea that you chose<\/em> them, not just found them.<\/p>\n\n\n\n

In my beginning-of-program review call, I ask interns why they wanted to join, and if the work so far has been up to their expectations. I also ask them what projects they want to work on. Making them feel like a real part of the company will build loyalty and motivate interns.<\/p>\n\n\n\n

3. Let the Interns Make Real Contributions<\/h3>\n\n\n\n

When I was an intern back in 2005, my main job was to put sheets in the printer, sit and wait for my next assignments, fold blueprints.<\/p>\n\n\n\n

But one day I walked up to my hiring officer and blurted, \u201cGive me more work, I\u2019m out of work!\u201d To my surprise, she was really happy at my enthusiasm and let me assist her in making a project report. That stint got me my first job as a project manager, based on which experience I got into Harvard\u2019s master\u2019s in project management program. That was a great leadership lesson<\/a> for me \u2013 smart interns want to work on real things.<\/p>\n\n\n\n

Give them work that matters. If you think hard, there are many tasks that a young enthusiastic person can do without getting bored, which the company actually needs.<\/p>\n\n\n

\n
\"how
One of the best ways to motivate interns is to let them contribute to the company in a real way.<\/figcaption><\/figure><\/div>\n\n\n

Usually, they should be tasks that take too long (so they would be too expensive if you let a permanent staff do them) or need a fresh perspective. Examples include field research, consumer analysis, product testing, assistance in PR activities, social media marketing, etc.<\/p>\n\n\n\n

4. Align Their Goals with Your Company\u2019s<\/h3>\n\n\n\n

Every intern joins the company with their own goals. Aligning your company\u2019s goals with those of an employee is one of the best leadership secrets. While some managers may think that personal goals can deter an employee from being loyal, a good leader uses personal motivations to the company\u2019s advantage. They make sure the employees know why delivering results will benefit them too.<\/p>\n\n\n\n

Understanding the intern\u2019s goals or ambitions is key to aligning them. Plus, this will make the intern feel valued (because you care about their ambition) and that encourages them to work hard.<\/p>\n\n\n\n

5. Set an Example for Them<\/h3>\n\n\n\n

The best way to motivate interns to be good employees is to show them how, by being one yourself. Interns watch closely.<\/p>\n\n\n\n

So make sure you do everything you expect them to \u2013 respect your colleagues, be punctual, keep your promises, be honest and work smart. Be professional in your communication, take accountability for your actions, and admit your mistakes easily, where necessary. Interns love a good leader they can follow, and will appreciate having a good role model right in their first work experience.<\/p>\n\n\n\n

6. Keep Them Busy<\/h3>\n\n\n\n

The best internship programs are those where interns have enough work so that they are never free! The trick to getting quality work done from interns is to split major projects into small, easy-to-understand tasks that you can create briefs and deadlines for. If these are repetitive year after year, it\u2019s very efficient to make video tutorials or detailed written briefs.<\/p>\n\n\n\n

Giving them enough work will not just motivate interns but also make them accountable. Set deadlines and follow up, encourage them to come to you as soon as their work is finished. Teach them good work ethics like replying to emails ASAP, and importance of deadlines, etc.<\/p>\n\n\n

\n
\"how-to-motivate-interns-attract-talent-young-employees\"
Keep your interns busy, just like you would any other employee.<\/figcaption><\/figure><\/div>\n\n\n

7. Help Them Broaden Their Horizon<\/h3>\n\n\n\n

If your interns are smart, they will want to learn from each other as much as from their mentor. They are here to work with people of all ages and from different cities. Smart people are curious, and they want to increase their cultural quotient.<\/p>\n\n\n\n

I learned this from the Harvard application process, which tries to select students that can create a diverse class. Try attracting applicants from different colleges, education backgrounds or interests, to create an interesting group of interns who can learn from one another and also do complementary tasks. You can do this by promoting your internship program beforehand.<\/p>\n\n\n\n

It makes for interesting intro sessions and brainstorming sessions, too. They contribute fresh ideas to the pool. Also, it\u2019ll help you learn different perspectives from the younger generation.<\/p>\n\n\n\n

8. Keep It Flexible & Help Them Stay On<\/h3>\n\n\n\n

Every intern\u2019s work requirement is different. Some have their classes going on and want to work evenings and weekends, some are pursuing part-time college, while others want to work full days during the summer break. Some can work from home while others\u2019 home situation doesn\u2019t permit a lot of work.<\/p>\n\n\n\n

Keeping a flexible schedule for them helps them maximize their contributing hours. For example, I let my interns know (in their acceptance email) that I am okay with them taking time off for exams, school work or mental health days.<\/p>\n\n\n\n

Often times, an intern\u2019s workload expectations don\u2019t match with the internship after they join, and they want to quit or work slow. It\u2019s a good idea to understand why they are leaving or missing deadlines. Give them the benefit of doubt, help them stay on instead of quitting by encouraging and mentoring them. But yet, respect their decision and privacy.<\/p>\n\n\n\n

9. Give Individual Work According to Their Strengths<\/h3>\n\n\n\n

Every intern is different, and wants to be treated that way. Once you get to know the strengths, skill-sets and expectations of each intern, it\u2019s going to be easy to give them projects they find interesting and challenging too.<\/p>\n\n\n\n

They will be more likely to give their best if they know you\u2019re trying to give them the most suitable work. However, explain to them the importance of being flexible in a work environment, and that not all the work they get can be of their choice.<\/p>\n\n\n

\n
\"how
Aligning targets with skill-sets is a great way to motivate interns.<\/figcaption><\/figure><\/div>\n\n\n

10. Provide Timely Feedback<\/h3>\n\n\n\n

Give feedback to interns, both written and verbal. For example, I conduct 3 calls for all interns, in addition to anything scheduled to discuss everyday work. These include:<\/p>\n\n\n\n