July 29, 2010
How churches can commit better to the internships they use.
I’ve recently thought about the use of interns, which happens frequently today in many churches. I know why: it’s a win-win. The intern gets experience, churches get more hands and (let’s face it) cheap labor, and everybody benefits.
That is, except if we violate some of the most basic tenets of good people management.
In light of some things I’ve observed recently and over the years, here are five ways churches can commit to creating internships that work well for everybody:
1) Commit to mentoring them. When you accept an intern on your staff, don’t just use the person to accomplish a task. An intern is not a traditional employee. Your commitment must include mentoring and coaching. It’s a commitment to a process, not just a project. The goal is to shape this individual into a more effective, productive future employee, not just get something from him or her today. That happens through a relationship, which is what an internship is about.
2) Commit to a specific time period. Unless the intern is stealing, lying, or doing something else worthy of dismissal, stick with the person for the duration of the internship. Don’t let someone go halfway in because they’re not meeting your expectations. Coach the person toward your expectations. If it still doesn’t go well, chalk it up to experience. Refuse to offer a recommendation. But don’t cut the individual loose. That’s desertion, not good management.