Lemonade Inc Tips From An Intern
Lemonade Inc. Tips from HR On Interns
Assignment Instructions
Your work as head of HR for Lemonade Inc. has been exceptional so far. In fact, your video presentation went so well that your CEO has asked you to begin crafting monthly tips for the entire organization of topics that they should consider with respect to best practices in minimizing employee relations problems in the future. The CEO has asked you to put together a short simple checklist of important issues to consider with respect to guidelines for each of the stand managers to consider when establishing wages, hours and best practices in managing the largely young, mostly part time and often transitory employees at our stands. The CEO is a big fan of simple one or two pages of bullet points that provide general guidance or 'things to think about'. This summer Lemonade Inc. will be hiring 50 interns (both paid and unpaid) to join our team. The CEO wants you to help craft this policy and highlight 10 tips to managers that they should always consider relating to managing our upcoming summer hiring initiative to bring in Interns to work at each of our stands.
Below is an outline of content to be delivered over the next 4 months. The idea is to deliver short, palatable tips in an order than makes sense and aligns with the review cycle of the company. We know through multiple studies that employees tend to leave companies for quite a few reasons but mainly because of a bad leader(s), better pay or an opportunity for growth. Proximity is the easiest way to not only mitigate turnover but to also minimize employee relations issues.
Effective 1:1s
Reset behavior, address quick gains, collaboratively prioritize, and create alignment
Create an easy and palatable shared agenda
Practice reviewing SMART goals as a function of the agenda
Preventing Burnout
Understanding the causes:
Conflicting demands
Unclear Objectives
Boredom
Conflict
Lack of Balance
Pointing out the symptoms of burnout:
Frustration
Lashing out
Withdrawal from work/co-workers
Change in behavior or performance
What can managers do?
Intercept at early warnings
Determine the source
Build Connections
Foster inclusion
Develop an action plan
Continuously follow up
Inclusive Leadership
Valuing and celebrating dissenting opinions
Seeking out opportunities to be more inclusive in thought, words, and action
Reviewing the impact of unconscious bias
Exploring exclusionary and inclusive behaviors
Taking initiative
Create a culture of civility and respect
Publicly acknowledge individual contributions
Provide opportunities for career growth and job expansion
Conducting Reviews
Continuously gather information throughout the whole year and avoid recency bias
Provide honest feedback
Review objectively and be specific using dates, times, and examples
Conversations should be 50% performance and feedback-based and 50% future goals
Schedule interrupted time to have the performance conversation and allow some time for two-way dialogue
Dear Lemonaders,
Intern season is upon us! While that means tons of excitement, engagement, and everything under the sun, it also means reminders from your favorite team, the people team. This season is short, it’s only 3 months so make it count!
This year we will have both paid and unpaid interns. Our paid interns will all start at the same starting rate (wage transparency and equality matter). They will be considered employees and have access to company perks within their designated level. All unpaid interns must work in accordance with all FLSA rules. There are quite a few, here’s a few reminders for our veteran Lemonaders and some new information for our newbies:
Intern's work must complement not replace employees
This means your intern should not be crafting your PowerPoint presi for the marketing team!
They must have a significant educational purpose for the intern
They should be gaining substantial knowledge from the internship, not just filing papers!
They must be able to receive academic credit at their current educational institution
This requires them to be enrolled in an eligible higher education program!
Interns are not eligible for employee perks but will receive a travel and lunch stipend
FLSA rules not ours!
We will help facilitate the necessary paperwork from your interns prior to their start date. Unfortunately, we can not allow interns to work (not even for a minute, no exceptions) without the proper paperwork. If you have a question about whether or not your intern is paid or unpaid, please see this sheet linked here and reach out if you have any further questions.
Outside of the FLSA, there are some additional items to keep in mind throughout the process and the season!
Review the attached recruiting kit and know the ins & outs of interviewing (and also what to say versus what not to say).
You should know:
There are questions we are not allowed to ask, you need to know these.
Keep the process consistent for each person, and have your question guidelines handy.
Be on time and show up as the best version of yourself, they are interviewing us just as much as we are interviewing them.
Brush up on company policies and rules. We’re always here to help but the handbook was created for reference!
You should know:
Time off policies & procedures including PTO, parental leave, and bereavement.
Our policy on fraternization and siblings.
All employees receive health benefits the first after 30 days of hire. Most interns will be on their parent plan, but this is still important to give them.
Our payday is Friday, this is important!
How can you prepare?
Take the manager refresher course on harassment
Take the managing different groups in the workforce course
Review our latest newsletter on preventing and managing burnout(attached)
We’re here to help! If anything is confusing or overwhelming, please do not hesitate to reach out to us for assistance. We will send out weekly newsletters with valuable information on Friday afternoons. During intern season, we will also have office hours on Weds mornings and Thursday afternoons, with invites to follow.
