Page 286 - An Indispensible Resource for Being a Credible Activist

relationships, increase your company’s value, increase human capital, provide introductory
management experience to employees who otherwise would not have it, and provide mean-
ingful learning experiences for eager students.
If you are successful in implementing an internship, it would then be in your (and your com-
pany’s) best interest to solicit feedback from interns to help you improve your program, as shown
in the HR Tools entitled “Sample Internship/Seasonal Employee/Regular Employee Feedback
Form” and “Sample Anonymous Unpaid Internship Survey,” on pages 277–281.

❱❱ REWARD INTERNS WHEN POSSIBLE

Although college and graduate students apply for internships to gain workplace experience,
learn more about a field, or get academic credit, they are still students. Though we compen-
sate them to an extent by mentoring them, if we can give them a company t-shirt or tote
bag, a free lunch on their last day, a small stipend toward transportation costs, or a small
cash reward to recognize their hard work, as with employees, this kind of recognition goes
a long way. See the HR Tools entitled “Sample Memo Regarding Rewarding Interns” and
“Sample (Company) Intern of the Month Nomination Form,” on pages 282–283.

RECOMMEND PARAMETERS OF AUTONOMY
FOR YOURSELF AND OTHER KEY STAFF

Recommending parameters of autonomy for yourself to your supervisor is an excellent way
to ensure that there is clarity regarding your role in the organization. When you begin, you
may use your job ad or job description to clarify with your supervisor what actions you are
empowered to make on your own, what actions you need to consult with someone else on
(and who for which actions), and what actions you need permission for first.
This is a very simple formula that can prevent a great deal of confusion, frustration, and
conflict. Your supervisor will probably be thrilled that you brought this to him or her and may
ask your colleagues to do this as well. If he or she doesn’t do this, you can still raise this idea
to your colleagues as well as to your staff. Reviewing these periodically as the company grows
or changes can result in important discussions, communications, ideas, and shifts in respon-
sibility that reflect your professional growth as well as that of your staff and colleagues.

RECOMMEND A REASONABLY RELAXED
CASUAL DRESS CODE FOR MOST DAYS

Most people would love to work at Google. Why? No suits! Instead, there is a relaxed atmos-
phere while people are also working very hard, being productive, and having a good time.
Following are some of the many good reasons to support a casual dress code:
● Employees who are comfortable produce better work.
● Employees who are comfortable are happier.
● Happier employees have fewer conflicts.

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