Last week, a friend who works in an industry different from mine and I were talking about supervising interns. I’ve supervised graduate student interns for the last 8 years and we were discussing the best practices for making the internship experience a rewarding and educational one for both the intern and the supervisor.

As we talked, I realized that my view of interns had differed greatly from the stereotypical get–me–coffee mindset. Perhaps it was my trial-by-fire way of learning, but I realized that I had developed a few key realities for supervising interns from my own experience. I shared them with my friend but thought it might be worth sharing publicly as well.

Let Them Teach You

This goes against the “I’m only here to impart my industry knowledge, so listen and keep up” mindset. While most interns are in their position because they want to learn about the job, especially from someone more experienced, I realized that they still had things to teach me as well. For one, they are closer to the classroom than I am. While academic knowledge is complemented–– and sometimes surpassed–– by experience, interns bring a fresh creativity that is still tied to the knowledge and excitement of the classroom. Being willing to pay attention to the things they have to teach you is just as important as what you can teach them. For me, I’ve worked with interns that have been in graduate programs that mirrored mine–– and in ones that were very different. Observing how they lead, serve, and work has not only given me spaces to coach them, but also moments where I have been the student too.

Invite Them to the Table

Alongside the last point, invite them into conversation. Give them chances to sit in on the meetings, share thoughts when appropriate (even if it is just with you), and live into their own creativity. While you may not go with what they say, you’ll impart institutional and industrial knowledge that can never be gained in they are always in line at the local coffee shop or sitting in your office while you go to meetings. They are there for the experience as much as anything, give them opportunities to see what the job is like on all levels. In addition, give them credit for their work, where you can.

Give Them Actual Project Management Experience

This one will vary depending on industry but give them chances to lead when and where you can. For me, this has been giving my interns moments where they are in charge of an event, leading a discussion, or working directly with students–– all without me micromanaging or hovering over their work.

Let Them Know They Are Valued

I know that interns are generally temporary, and you may have a revolving door of them, but letting them know they are valued as individuals and employees is important. While the expression of this will vary based on job and personality, let them know that you take seriously your task of supervising them because they are valued people who will one day work in your industry. This could go a long way if they are offered a job in your company post-graduation or, better yet, a job working for a competitor. Either way, they will let others know that your company is a place where even interns are valued, something that will carry far.

Debrief Regularly

Debrief after every meeting or experience so that both you and the intern can learn from it. Never assume that they learned what you were hoping to impart, or that they took away something specific. Giving them a chance to debrief, one-on-one, provides the opportunity to give them an extra level of learning that will aid them moving forward. As part of this, don’t shy away from constructive advice to aid them in learning from mistakes or celebrating successes.

Establish Boundaries, but Don’t Shut Them Out

There are always natural boundaries between a supervisor and an intern and they must be made clear. That said, don’t build a wall on those boundary lines and force your interns to stand outside of it, only opening the gate when you need something. Instead, take on a mentor role that recognizes the intern’s long journey ahead. This chapter of their lives may be short, so seek to listen, offer wisdom, and give them experiences that are meaningful toward the continued path of their career.

Make Introductions

The distance between an intern you supervise, and your own supervisors can be long. Ensure that your interns are given opportunities to meet the “big bosses” in your company, even if it is just a handshake and a hello. This goes back to making them feel valued, but also will be experiences that often can only be organized by you.

Write Good Recommendation Letters–– Even If They Leave    

Generally, an intern’s path with take one of two forks: they’ll either stay with your company, or they’ll leave to go somewhere else. No matter which path they take, always be a good reference for them. After all, you’ve mentored, walked through life, listened, and valued them while they’ve been with your company, why would you stop now? Even if they leave your company, or your industry all-together, never stop serving as a resource for them moving forward. As for recommendation letters, always be honest, but helpful when you can.

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I’ve found that following these points makes for a meaningful internship that provides value, as much as experience, to the intern’s own career journey. I’ve also witnessed the rewards that these can provide for my company and myself as a supervisor. As you move forward, I hope that you’ll find ways to make internships in your company meaningful and rewarding for all involved.

For those that have supervised interns, or those who have worked as interns, what would you add to the list?