3 Common Problems with Internship Programs

3 Common Problems with Internship Programs & Suggested Solutions Many interneships programs are plagued with problems. From not planning the right way to sometimes leaving an intern in the dark, a lot of companies do not take proactive measures to ensure the intern has a pregnant experience. However, this not only makes the internship unfulfilling, it may also leave a good-for-nothing taste in the interns mouth, which could lead to company bashing or deterring others from applying in the future.The good news is that many failing internship programs can be salvaged. Here are three common problems and how to fix them The internship is one-sided. Many interns shoot down to an internship with the promise of creating relationships with the members of the organization, as well as establishing contacts through networking. However, some interns recuperate that programs are very one-sided and benefits like having a mentor are almost non-existent. However, the whole evince of an in ternship is to learn from more(prenominal) experienced professionals.So, you may want to think about spending more time mentoring your intern by asking them what you can do to assist them with their goals and helping them get up from intern to young professional. Think about creating an internship plan, meeting with your intern on a regular basis, and keeping them informed on company news. The more feedback you give them, the more your intern learns. Tasks are unrelated or irrelevant. Weve wholly heard the internship stereotypes, like coffee runner, cabinet filer, or document copier.While these tasks simply need to be done by someone, it probably shouldnt be the highlight of an internship program. For example, if you work in an architecture firm and need an intern, their tasks could complicate things like assisting in creating blueprints, suggesting additions to site planning, or helping to manage a client deal. These are real experiences. After on the whole, youre only discre diting your characterization and the image of your company if you continue to dish out menial tasks. If youre not going crap a meaningful internship program, whats the point of even having one?The simply an intern syndrome. Many of us have had the mediocre an intern syndrome. It happens when the intern doesnt feel like a real part of the team or a real asset, so they glide through the program with little to no experience. However, this is not just a waste of time for the intern (and frankly, for your company). It could lower your rate of business and the quality of work since there may not be an incentive, both through pay or appreciation. So, what can you do to flip the just an intern mentality?How about giving your intern real responsibilities that exit contribute to the well-being of your team and the organization? Its not as crazy as it sounds. By giving someone an actual priming coat to perform at their highest level, you could make them feel important, thus increasing the chances of dexterity and putting their work to a higher standard. Ultimately it comes down to appreciation. We all want to feel like we positively contributed to a job and were ascribe for it. Make sure your internship program reflects this as well. Sources www. internadvocate. com