Be The Manager Your Intern Needs

Throughout my early career, embracing numerous internship roles profoundly shaped my professional trajectory. Internships, often considered training grounds where mistakes are part of the learning curve, provided me with a unique cushion of forgiveness not present in typical job settings. This grace allowed me to grow, make errors, and understand the workplace dynamics without the harsh consequences of a full-time role. 

From Intern to Manager: A Journey of Insight 

As my career progressed, the transition from intern to managing interns offered me a fresh perspective on what it means to be on the other side of the mentorship journey. 

So far in my career, I have managed six interns, each bringing their own set of expectations and attitudes to the table—from the overly confident to the overly anxious. Regardless of their disposition, my goal has always been to ensure they leave with invaluable life lessons, just as I did, walking out with more than just the basic understanding and grasp of their duties. 

Five Key Lessons for First-Time Intern Managers 

Here are five crucial lessons for managers new to guiding interns, shaped by both the highs and lows of my experiences: 

1. Influence Through Example: Managers wield significant influence over interns. Treating interns with respect and integrity sets a standard for how they perceive and enter the professional world. If you treat your intern as merely an errand runner, you’re not only failing them but setting a precedent for how they’ll treat others when they rise to similar positions. Aim to be a role model, showing them the virtues of professional respect and empathy. 

2. Value Their Growth: Interns are not just there to handle menial tasks, they’re aspiring professionals, not butlers. Structuring an intern program that fosters genuine growth and learning signifies a successful managerial approach. I’ve seen managers squander the rich potential of their interns by limiting them to trivial tasks. In contrast, integrating meaningful educational components and real responsibilities into their routine prepares them for substantive roles in the future. 

3. Ensure They Leave Better Than They Came: If an intern exits your program without clear professional enhancement, it’s a disservice to their potential and a reflection of inadequate mentorship. Every intern should depart with enhanced skills, a better understanding of the industry, and a solid professional direction. My commitment has always been to arm my interns with knowledge and experiences that refine their capabilities and competitive edge in the job market. 

4. Encourage Questions and Curiosity: A nurturing environment where interns feel safe to inquire and express curiosity is fundamental to their growth. Encouraging questions fosters an atmosphere of learning and shows that you value their desire to understand deeply and improve continuously.

5. Distinguish Between Intern and Employee: Post-pandemic, the trend of expecting interns to perform like full-time employees for minimal compensation has unfortunately grown. This not only exploits the intern but also devalues the fundamental purpose of internships as learning platforms. An internship should be a gateway to learning and future job opportunities, not a substitute for a full-time role. 

Be More Than A Manager, Be A Leader 

Reflecting on these lessons, the essence of effective internship management is the commitment to genuinely enriching the interns’ professional and personal growth. By fostering an environment that emphasizes learning, respect, and genuine care, we prepare interns not just for their immediate roles but for a successful career ahead. 

Internship managers have the unique opportunity to influence the next generation of professionals positively. If your intentions are to genuinely prepare them for the real world, you’re not just a manager; you’re a mentor shaping the future of the industry.