Dear Monsters,

Summer is time for holidays but also the period of summer interns lurking around the office.

In this unique opportunity to help businesses motivate and attract future employees lie a lot of dangers. Instead of motivating and inspiring, you might just end up doing the complete opposite. Are you ready to take that risk?

We’ve all been there—stepping into a new office with a mix of excitement and nerves, eager to learn, only to be met with…nothing. No direction, no real tasks, just the assumption that you’re here to tick a box for some university credits. I’ve been there, many years ago, when I voluntarily got a summer internship after the first year of university. I went there excited and ready to take over the world and I ended up sitting at the desk, bored, waiting to drop the pen as soon as the time came.

Let me tell you, it’s frustrating. As a Millennial who’s experienced the highs and lows of internship programs, I’m determined to ensure that no one else has to go through what I did.

So, if you’re managing a summer intern, chances are you have a GenZer on your plate. I know this can be a tricky task, so here’s your guide to making sure your visitor leave your team feeling inspired, challenged, and ready to take on the world.

Meet Gen Z: The Interns Who Want More Than Just Coffee Runs

First things first—let’s get to know this new wave of interns. Gen Z is not just another generation passing through your office; they’re a force to be reckoned with. These young professionals are purpose-driven, tech-savvy, and they care deeply about making an impact. They want more than just a line on their resume; they want real experience, and they want to know their work matters. This is your chance to shape their blueprint as employees and to show them that the workplace is a temple of learning, personal development and fun.

Chances are, you haven’t worked with a GenZer before. So, to make it easier for you, here’s what makes them tick:

• Purpose Over Paychecks: Gen Z isn’t just here for the money. They want to work for companies that align with their values and give them the chance to make a real difference. The summer interns aren’t getting a fat paycheck anyway, so it is safe to assume they are in for the experience. So help them do just that – experience. Show them the fun part of the job, instead of the coffee maker. Demonstrate what they could do it they joined the organisation, how they would help clients and the business grow.
• Growth Junkies: Talking about growth, these interns are hungry for knowledge. They crave opportunities and they want to be challenged. Show them what skills they need to build to become the best version of themselves. Inspire them to aim high, but also be realistic about what it will take them to get there. Do not mask the hard or tedious parts of the job, but try to keep it as realistic and balanced without discouraging them. The road to success is long and steep, and they need to know it.
• Balance Is Key: Gen Z values their time and mental health. They’re all about that work-life balance, and they expect employers to respect it too. Try to demonstrate how you live your life cherishing your personal lives and your loved ones too. GenZers grew up watching their parents struggle to make ends meet during multiple global crises, so showing them that it is possible to have a holistic approach to wellbeing is important. Spare yourself from the hustle culture stories, as this can only be counterproductive.
• Digital Natives: They’ve grown up with smartphones in their hands. If your office tech is stuck in the 90s, you’ll lose them fast. So don’t ask them to reorganise your file cabinet. But if you need any digital refilling needed, they will be keen to help and they will do it fast. Use the summer internship as a way to boost your tech productivity and why not… maybe they could train you to do so yourselves?
• Diversity and Inclusion Champions: Gen Z is passionate about diversity and inclusivity. They want to see it in action, not just in company mission statements. So if there is a project where you would appreciate the voice of a younger person, use them as a source of information. This can be leveraged in communication programmes, marketing campaigns, product development and much more. Don’t forget that part of your customers and colleagues belong to the GenZ cohort, so use them wisely and to your own benefit.

Don’t Make the Same Mistakes My Old Bosses Did

Now that you know what Gen Z cares about, let’s talk about how to actually manage them—without falling into the traps I experienced during my own internships. You don’t want to be the leader that discouraged a young employee from joining the workplace, correct? Time to get ahead of the game.

1. Give Them Real Work, Not Busy Work

I can’t tell you how many times I was handed menial tasks that had no real impact on the business. Don’t make this mistake. Gen Z wants to contribute meaningfully. Give them projects that challenge them and allow them to see the results of their work. Even if the tasks are small, connect the dots for them so they understand how their work fits into the bigger picture.

2. Be Clear, Be Transparent

Nothing’s worse than sitting around unsure of what to do. Set clear expectations from day one. What do you need from them? What are their goals? Regular check-ins can keep them on track and let them know you’re invested in their growth.

3. Encourage Creativity

If there’s one thing Gen Z hates, it’s feeling boxed in. Encourage them to bring new ideas to the table. Give them the freedom to be creative and show you a different perspective. Who knows? They might come up with something game-changing.

4. Create a Culture of Respect

Gen Z values a positive work culture. Celebrate their successes, no matter how small, and make sure they feel like they belong. A happy intern is a productive intern.

5. Mix Fun with Professionalism

Yes, they want to enjoy their time with you, but they’re also here to work. Plan team-building activities that are fun but maintain a level of professionalism. They’ll appreciate the effort to make work enjoyable without crossing any lines.

6. Be a Mentor, Not Just a Manager

Don’t just give orders—give guidance. Share your experiences, offer advice, and help them navigate the early stages of their career. Your mentorship could be the most valuable part of their internship.

7. Feedback Is Gold

Remember when I mentioned those regular check-ins? Use them to give constructive feedback. Gen Z wants to improve, but they can’t do that without knowing what they’re doing right and where they can do better.

Make Their Experience Count

Managing a summer intern is about more than just keeping them busy. It’s about giving them an experience that will shape their career and, who knows, maybe even keep them around for the long haul. You have the chance to be the leader they look back on with gratitude—the one who saw their potential and gave them the tools to succeed.

So, let’s not repeat the mistakes of the past. Give your Gen Z intern the opportunity to shine, challenge them to grow, and watch them bring fresh energy and ideas to your team. After all, that’s what internships should be all about.

They are much more than making coffee.

You will thank me later, Monsters.