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What do you do if your intern in a Higher Education setting is not meeting their responsibilities?

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In a higher education setting, when an intern is not meeting their responsibilities, it can be a delicate situation. You're tasked with balancing the educational purpose of the internship with the practical needs of your institution. The intern is there to learn and gain experience, but also to contribute to the workplace. It's essential to approach the issue with a constructive mindset, aiming to guide the intern toward improvement rather than simply enumerating their failures.

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Hetal IIBMS

Indian Institute of Business Management & Studies
Dr. Christian Barrientos

Empowering Consultant + Higher Education Professional

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Michael Oyenuga PhD

Social Entrepreneur/Assistant Dean/Associate Professor/Manaaki Scholar

1 Initial Assessment

Before taking any action, it's crucial to assess the situation thoroughly. Understand the intern's assigned tasks, their importance to your operations, and the expectations set at the beginning of the internship. Consider whether the intern has been given adequate resources and guidance to succeed. Sometimes, what seems like a lack of responsibility could be a misunderstanding or a lack of support. Ensure that the intern's role and duties are clearly defined and communicated.

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Hetal IIBMS

Indian Institute of Business Management & Studies
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Understand their tasks, how important they are, and what was expected from the start. Check if they had enough help and guidance. Maybe they're struggling because they didn't get what they needed. Make sure their duties are clear. By understanding the situation first, you can decide the best way to help the intern improve or adjust their responsibilities if needed. This approach helps avoid misunderstandings and supports the intern in doing better. Sometimes, it's just a misunderstanding. So, before taking any action, figure out why they're not meeting expectations. This way, you can address the issue properly and help them improve.

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Dr. Christian Barrientos

Empowering Consultant + Higher Education Professional
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Reflect on how you're providing guidance and feedback. Are your expectations clear? Are you offering enough support and guidance? Sometimes, the issue may not solely lie with the intern, but could also stem from ineffective communication or supervision. Ensure that you're providing regular feedback and opportunities for the intern to ask questions or seek clarification. By evaluating your own supervisory style and making necessary adjustments, you can create a more supportive and conducive environment for the intern to succeed in meeting their responsibilities.

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Michael Oyenuga PhD

Social Entrepreneur/Assistant Dean/Associate Professor/Manaaki Scholar
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An internship is a great way to learn from experts and the Higher Education is not an exception. When an intern is not meeting his/her responsibilities, it may be because he or she lacks the necessary skills or attitude to do so. It should be noted that an intern may have his or her first shot at actual practice for the first time so there is a need for mentorship. An intern should be attached to a mentor if possible, on a rotational basis so that he or she does not get used to some particular people and can also learn from diverse experiences in the organization. Performance should also be measured weekly and an intern is expected to report on his or her activities as the case may be.

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2 Open Dialogue

Once you have a clear understanding of the issues, initiate an open dialogue with the intern. This conversation should be framed positively, focusing on growth and learning opportunities rather than criticism. Ask the intern for their perspective on the situation and listen actively to their responses. This can help identify any underlying issues, such as personal struggles or confusion about tasks, that may be affecting their performance.

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Hetal IIBMS

Indian Institute of Business Management & Studies
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Address underperformance by initiating a private conversation with the intern to understand their challenges. Listen actively to their concerns and provide constructive feedback on areas where they are falling short. Offer resources and support to help them improve, whether through additional training, mentorship, or guidance. Additionally, explore any underlying issues such as workload, personal difficulties, or mismatched expectations.

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3 Action Plan

After discussing the issues, work with the intern to develop an action plan. This should include specific, achievable goals and a timeline for improvement. The plan might involve additional training, revised expectations, or a mentorship arrangement. It's important that the intern takes an active role in creating this plan so they are invested in the outcome and understand the steps they need to take.

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4 Monitor Progress

With an action plan in place, it's essential to monitor the intern's progress. Set up regular check-ins to discuss their work, provide feedback, and adjust the plan as necessary. These meetings are an opportunity to acknowledge improvements and address ongoing challenges. Consistent monitoring not only helps the intern stay on track but also demonstrates your commitment to their development.

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5 Provide Support

Supporting your intern is key to their growth and your program's success. Ensure they have access to the resources and guidance needed to fulfill their responsibilities. This might include training sessions, access to professional development resources, or time with a mentor. Remember, the goal is to help the intern succeed, not only for the benefit of your institution but for their future career as well.

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6 Reflect and Learn

Finally, take this experience as an opportunity to reflect on your internship program. Consider how you can improve the structure and support for future interns to prevent similar situations. This could involve clearer communication of expectations, better training, or more effective monitoring. Every challenge is a chance to learn and enhance your program for those who follow.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mario Augusto Espinosa

Médico / Docente
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Cuando se empiezan a identificar deficiencias o problemas comunes para todos los practicantes, se pueden enfocar los esfuerzos de capacitación inicial en esos puntos particulares. También se pueden crear programas de capacitación continua que aborden temas específicos del ámbito laboral y que no son cubiertos por la matrícula de la institución educativa.

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What do you do if your intern in a Higher Education setting is not meeting their responsibilities?

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2

3

4

5

6

7

1 Initial Assessment

2 Open Dialogue

3 Action Plan

4 Monitor Progress

5 Provide Support

6 Reflect and Learn

7 Here’s what else to consider

Higher Education

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What do you do if your intern in a Higher Education setting is not meeting their responsibilities?

1

2

3

4

5

6

7

1 Initial Assessment

2 Open Dialogue

3 Action Plan

4 Monitor Progress

5 Provide Support

6 Reflect and Learn

7 Here’s what else to consider

Higher Education

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