How to Make the Most of Foodservice Internships

Interns provide more than just an extra pair of hands when you need more people to wash the dishes or man the equipment of restaurant. Just like regular employees, interns have certain expectations of the workplace that need to be met if you want to provide a positive, learning experience for them.

In fact, the next generation of interns that are entering the foodservice industry is full of energy and enthusiasm. America’s youngest workers, those born in 1995 or later, are starting to enter the foodservice workforce. And many of them are eager to build a solid foundation for their career by taking internships with the hope of stepping up the career ladder and taking on bigger roles in the future.

For many of these interns, it will be their first time to work. However, it doesn’t mean they are not motivated to give their best and contribute significantly to the success of your business. If you know how to manage interns well, you will be able to help them start to build a rewarding career for themselves while also taking advantage of all the help you can get around your foodservice establishment.

Below are five important things you need to remember when handling interns.

1. Choose the right fit.

Most interns have zero to minimal experience, so hiring managers often look at their academic credentials to help them decide who to hire. However, an intern’s academic status may not always say everything you need to know about their attitude towards working in the foodservice industry. The best interns are often those who have the experience and share your passion for what you offer. If they don’t have experience but are passionate about providing service, they’re a better hire than someone who has a 1.0 GPA but is unwilling to do the dirty work in your kitchen.

2. Establish goals.

Interns should be given a clear objective to meet, including weekly and monthly goals and goals to meet during the duration of their internship. You can’t just randomly assign them to wash the commercial ice maker today and slice carrots the next. If you do, you’ll end up always thinking of what to assign them next. Even before you start hiring interns, decide upon the tasks you want them to do and the skills you want them to learn. At the start of the internship, set specific expectations. Tell them what they’re going to be responsible for, how the day-to-day operations go, and how you will assess their performance. Interns should also be asked to voice their expectations so you can meet halfway and create harmonious working relationships with them.

3. Give them responsibility.

Interns should be asked to do more than just scooping ice from the Manitowoc ice machine. If that’s all they’re asked to do during their entire internship, you can guarantee they will not want to work in foodservice in the future. Give your interns more substantial, challenging tasks that allow them to learn more about what it takes to succeed in the industry. After all, the goal of internships is to provide a practical learning experience for individuals who might want to establish a long-term career in foodservice. It’s also been shown that those who are given more responsibility perform better than those relegated to repetitive, mindless tasks. However, it’s also important for you to thoroughly evaluate their skills and abilities and decide what types of responsibilities you are comfortable assigning to them.

4. Make them feel part of the team.

Interns who feel welcome are more likely to work better and decide to pursue a long-term career at your foodservice establishment. Upon onboarding, it can help you to host a staff lunch introducing your newest intern to everybody. If you have several interns, an intern orientation can help the interns get to know each other better and set expectations for everyone. Generation Z interns, in particular, appreciate receiving training from more seasoned workers, whether through casual or formal mentorship programs.

5. Provide feedback.

The only way for workers to get better at what they do is by providing them feedback. They want to know what works and what they can keep doing, so be generous with offering compliments on what they do best. The best interns are also open to ideas about the areas where there’s room for improvement and how they can get better at what they do. Schedule regular meetings with your interns that let you touch base, ask them how they are doing, and share with them your insights on their performance and how they can do even better next time.

This article does not necessarily reflect the opinions of the editors or management of EconoTimes.