Treat your interns as if they are part of the team

[metoc15411]

Many interns apply for special internships because of their passion for the issue the nonprofit is addressing. In my experience, it takes more than just passion for the mission to get any employee, including interns, excited about your organization. If interns don’t feel like they belong in the organization they work for, that passion quickly fades.

It's no secret that the higher your employees' morale, the higher their productivity. One way to undermine your interns' morale is to treat them as outsiders and subordinates who do tasks that no one else wants to do.

Try running team-building exercises with both employees and interns. These activities will help your new interns build relationships with your employees, as well as improve their communication and problem-solving skills.

Team Building Activities (click link for more information about the activity):

Zombie Escape: A creative problem solving activity - escape key features of office 365 database the room by solving puzzles to find the hidden key before one of the zombie team members is released.
Battle of the [Air] Bands: Team Building - Organize your air band, practice your song, and perform your song. Teams vote for winners. Props are welcome!
Office Trivia: Team Building - A light activity in which organized teams answer work-related quizzes.
Marshmallow Spaghetti Tower: Creative Problem Solving/Cooperative Activity - Using only dry spaghetti, painter's tape, one yard of string, and marshmallows, teams will build the tallest tower they can.
It is important to help your interns fit in and make them feel like part of the team, this gives them and their work a sense of importance.

Invite your interns to events and activities with the rest of your organization, include them in large projects, and assign them important and meaningful tasks to complete. Giving them a sense of importance and purpose rather than assigning them lowly, busy work will lead to a higher work ethic and greater motivation in your interns.

Nobody likes to feel like an outsider, including interns.

3. Be flexible and understanding with your interns.
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After all, these are interns, not experienced employees. What did you expect?

More often than not, your interns are just starting out in a professional environment and may not be accustomed to your standards. Interns can be like high school freshmen on their first day of school: new to everything, adorable, and armed with a LOT of questions. The hallmark of any great manager is their ability to work with new or difficult employees and guide them in a way that will lead to their success.

Interns are just learning their strengths in a work environment, so their first choice of responsibilities may not be what they thought. Being flexible and allowing interns to try out different aspects of the organization will help you build a team of interns that will bring the most value. And while they will make mistakes, that's natural.

During my first internship, I quickly realized that logistics and spreadsheets weren’t my specialty, but writing and graphic design stood out as my greatest strengths. It was this discovery that actually led me to where I am today at Platforms! The flexibility in the past from my managers is what helped me figure out exactly what I wanted to do in my career.

4. Encourage
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Just like making your interns feel like they are part of a team, encouragement is a key component to maintaining morale. Interns will inevitably make mistakes, so to maintain productivity, you must encourage and support your interns.

Job insecurity and fear of failure (or being fired) undermine productivity , leading to poor morale and even personal health. For interns, this feeling is compounded by the fact that they simply don’t know much about the job they’re being introduced to. That’s why support from their management is so important.

Does this mean you should pamper your interns and spoil them? Of course not. But when they make honest mistakes, you should give your interns the positive outlook they will need to succeed.

Instead of harshly reprimanding interns for mistakes, turn these situations into learning opportunities where you can inspire them to be more successful in the future.

[yadaysrdone]

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