1

And until about 6 months ago, I WAS the intern. I feel like I’m in over my head, partly because I don’t feel like I should be teaching anybody anything, and partly because being in a leadership role makes me uncomfortable. However, none of this is my intern’s fault, and I’d like to at least try to impart some useful knowledge to him.

What is a good starting point for this? Should I have him study materials for areas he’s weak in? Do I give him projects? If anybody had any really fantastic internships and they’d like to share why they were fantastic, I would appreciate the input.

Thanks.

93 Spice ups
2

Probably pass on some easy projects, and/or let him shadow what you’re working on.

23 Spice ups
3

What were you given when you first started to intern?

10 Spice ups
4

I would also teach him/her proper office etiquette like starting a fresh pot of coffee when the current one is low or empty. Jeremy_B hit it right by letting them shadow you and if you do repetitive processes regularly I would ask them if they would like to “drive” while you “monitor” them so they can get a grasp on things.

21 Spice ups
5

I agree with Jeremy_B. Let him shadow you for a little, then start him with some easy tasks. Install software, configure a new PC, go troubleshoot a problem, do some research. Then if you feel comfortable, start stepping it up. These are the kind of things I did when I interned. Remember, the goal of an internship is to get real world experience.

2 Spice ups
6

Whenever I get an intern, it’s update the Network Documentation time! Verify the IPs, check the firmware, make sure the cable is marked, diagrams are updated, passwords are current, etc.etc.etc. Tell them to ask about anything they don’t understand along the way. In my experience, it’s a great way to get some important (but always low priority) work done, and passes everything down from terminating network connections to cable management to help desk to IP addressing; everything that makes a network run day-to-day. You don’t have to test for weaknesses, after a couple weeks of this you will know what they are.

35 Spice ups
7

Find out his strengths, weaknesses and see if you can find a simple project based on those skills. Once you know what he is capable of, you can then guide him from there. Or like Jeremy_B has stated, let him shadow you and see what he picks up on. Try to find jobs you may find to be a hassle and see if it is something he could do.

1 Spice up
8

I like what others have suggested. One other thing you might try is write up some instructions for a simple process you have to follow (i.e. installing and configuring a certain software, etc.) to see if the intern can follow written directions.

4 Spice ups
9

Inventory of equipment is a great way to start. After they are finished they will know where to look for info of where things are.

3 Spice ups
10

I hope he doesn’t have your job in 6 months.

15 Spice ups
11

Preparing an Intern is hard work. My favourite recipe is scut work for the first week, while teaching office & department rules (there shall always be coffee in the pot between 7am and noon - and it shall be hot and black). Follow this up with asking what s/he is interested in and throw some of that into the mix until you get to 75% interesting, 25% drudgery (careful now or you’ll begin to sour this resourse with boredom and resentment). Stir well and spice with challenges and tests of creative problem solving. Allow to ferment for 6 months in a vat of day old coffee.

2 Spice ups
12

Whatever you do, make sure you show him the need for documentation.

13

This reminds me of something a friend of mine, who is a guitar instructor, once said. “As long as you are one lesson ahead of your student, you are still the teacher.”

7 Spice ups
14

First thing I would assign them as a ‘project’ would be to load a PC for themselves. It can give you and idea of what they think that they might need and what they might already.

Having them shadow you is great, but after a while that can get old for both of you.

Remember something key to teaching people things - if you know it well enough to teach or explain something technical to someone with a nontechnical background in the subject, then you are doing it right.

Basically, every time you teach them some kind of procedure, especially an undocumented procedure, have them write the procedure and test it step by step. They’ll learn it and you’ll have the documentation.

Win-win for both of you.

54 Spice ups
15

Firstly, congrats on the “promotion”… Secondly, just train him the way you would have liked to be trained. Obviously the company thinks you can do it. So kudo’s to you, man.

2 Spice ups
16

Thanks for all the input! It definitely helped me get a starting point.

17

Ask them what topics interest them the most. They decided to be an intern for a reason, so let them tell you what kinds of projects they are most interested in. You might have an intern that can whip up a real kick-ass website or maybe stand up some freebie infrastructure components that can make your life easier. Maybe they’re just really interested in repairing desktop equipment. To be honest, you won’t really know what they’re good at unless you ask them what they’re interested in and let them turn loose on a couple of related projects. That’s what happened for me in the couple of internships that I had, and I learned a lot, plus I completed some pretty cool projects for the places that I worked for that made their lives a lot easier.

18

Have him shadow you for a bit and then have him document the steps afterwards. This would show that he knows what he is doing and the documentation will be great to have on hand if and when there is another new person.

4 Spice ups
19

It would be great (if one has time) to develop an intern/volunteer program (an organized plan for what you would have someone do, or NOT do) so you are prepared for when an opportunity comes along. What is difficult is the situation you describe, where someone basically arrives and wants to help, but you may not be prepared for the situation. Now you have to take time to figure out if and how this person can help. Things may or may not go smoothly, etc. Having a plan in place will help you be prepared for the future. A plan can be a short description of your intern/volunteer policy (e.g., job description & scope of potential work). I would review projects and needs and determine which ones might be good for an intern or volunteer to help with “if” one were to come along. Of course, things also depend on their technical level, and how much time you or your staff are willing and able to work with/supervise the individual. I think it is important that the experience be a win for both sides. Sometimes you have to just say “no” if the fit isn’t right. I once had an IT volunteer “take care of” help requests for us. Unfortunately, “take care of” meant “delete” to this individual. I was surprised when 30 open tickets were closed over a lunch hour. No, they were not closed, they were simply deleted!

20

Interns rock. Especially when you’re (if you still consider yourself) a Junior.

Think of it as a chance to learn how to be a manager. A good manager.

Do you like teaching? It’s a great opportunity to test yourself.

1 Spice up