What do you do if your interns are not fulfilling their key responsibilities in non-profit management?

Most internships have limited hours, a stipend - at best - with responsibilities shouldering little discretion. Go through formal channels to procure an intern. Examples: Current students or Alumni who need experience in an MPA program. Somebody you know might have a 'cousin' who wants to get back in the workforce. Much less preferable choices to glean an intern may be from the Department of Labor or Community Service sentenced candidates. Post an online job description with a disclaimer: 'Responsibilities include but are not necessarily limited to..' Interview each with the proscribed ground rules. But remember that they still represent you not-for-profit outfit, so go for higher-caliber sorts.

Being clear is being kind. Most interns are new to a professional setting and aren't confident that they know what they are doing. Be sure to be set clear and fair expectations of interns. They are not there to pawn off or pile work on that you or your team doesn't want to do. If they have the flexibility to go out and find work that needs to be done, let them know! Or if they need to do a task exactly as asked and then wait to be told the next thing to do, let them know that. They aren't mind readers and this is a new and potentially daunting opportunity for them. Be clear and be kind.

Be diplomatic, dignified and respectful no matter what they say or do. You're the one in charge. Frankly, you're playing the role of mentor. S/he could post something derogatory online on any number of platforms grousing how, 'Ms. Yuckenfluss treated me miserably.' Make notes on any discussions with them contemporaneously, detailing proposed course of further action. You have to cover yourself for any liability. How the interns are seen as an employee status varies very widely. Know the laws in your jurisdiction on how you should approach and proceed.

For me seeking and providing feedback has been transformative to my career. Sometimes, especially if you’re not in a good place you need the perspective of someone impartial to provide a different perspective. Anytime you go for an interview, you’re in that position to seek feedback. Anytime you do a piece of work which falls outside of the day to day - there is opportunities to seek out feedback.

First, ask the intern(s) of his or hers own opinions of how they did over 3, 6 or 12 months duration depending upon legnth of internship. Your opinion is naturally primarily weighted. Review what could be improved or polished upon. You should factor stregnths and weaknesses, with a balanced view that they are interning, that they would intend to move on. If the intern is very strong without major presented impediments, if possible, maybe extend an offer of bona-fide paid employment. This is only for the real gems.