An engaging work environment could mean the difference between interns who are willing to go above and beyond and those who scrape by doing minimal work. When it comes to intern engagement, you get what you give. Are you engaging your interns?

A study by MSW Research and Dale Carnegie Training showed only 29 percent of employees are fully engaged in the workplace. Your interns sought out an internship with your company to gain valuable hands-on experience, develop new skills, and make industry connections — the initial motivation for success is there, it’s your job to keep igniting it. By creating an engaging company culture, you can ensure your interns will become motivated, hard-working assets to your company.

Engagement doesn’t have to be time-consuming or costly, it comes down to effective communication. Employ these 10 tips for great intern engagement at your company:

1. Solidify a job description. Internships have the tendency to lend themselves to a lot of gray areas without proper performance goals and objectives. Don’t leave your intern scratching her head while questioning her duties.

The job description should be clear, exciting, and well-defined on your internship listing description. This is often the first time that your interns will come in contact with what’s to be expected of them during their time with you. Use this initial job description to sell the company, sell the role, share your voice, and highlight specific requirements. Follow through with your description of the internship by crafting specific guidelines, duties, and goals that will provide your interns with a motivational foundation.

2. Immerse them with training opportunities. Your interns are with you to learn and grow, give them the opportunities to achieve this goal. Engage your interns by providing them with the same training opportunities your full-time employees are taking part in. Let your interns attend courses, seminars, on-the-job training and any other standard procedures made necessary within your company and industry.

Supply chain interns at Nestle Purina are provided with extensive hands-on supply chain training during their time with the company. This includes information on sales, reporting and metrics, business program details, and an overview of the corporate logistics departments.

3. Nail-down deadlines. Treat your interns the same as your employees by setting deadlines. Interns often experience a lack of engagement due to not being properly utilized. Deadlines, even for small assignments, will motivate your interns to knock out tasks in a timely manner and maintain an efficient schedule.

4. Assign meaningful work. Interns who feel valued perform at a greater capacity. One simple way to establish your interns as valued members of your company is to assign them meaningful work to complete during their time with you.

Assigning an overarching internship project may also work to increase intern engagement. This will help them learn more quickly, keep them focused, all while accomplishing a large project that adds value to the company. Consider allowing your intern to accomplish tasks and projects on their own or assigning them to work with another employee or intern.

5. Give ownership. Too many employers fear intern accountability. But by giving your interns ownership in all they do, they will surpass your expectations. Ownership breeds accountability, responsibility, creativity, and a whole of beneficial traits.

6. Play off their strengths. Considering your interns precious experience and background is crucial. Playing to the strengths and interests of your interns will open the door to increased effort. At the start of their internship, assign one smaller more manageable project to help gauge their strengths and weaknesses. If your intern has a knack for research new business opportunities, you may have just tapped into your secret weapon for new biz. Let your interns grow within their niche.

7. Establish one-on-one meetings. Millennial interns thrive on feedback. From day one, provide your intern with regular opportunities for one-on-one conversations. Consider meeting for coffee once a week with your intern or interns. Allow this brief and casual chance for conversation be your place to assign objectives, answer questions, and help your interns power through their projects with confidence. Always remember to keep your feedback concise and honest feedback.

8. Encourage company-wide interaction. The most engaged interns aren’t hidden away in the back corner of the office. Give your interns the opportunity to connect with employees from across the company. Introduce them to senior staff and even clients. These networking opportunities will provide added value to the internship experience and be beneficial to the future of their career. Interns at UBM participate in a rotational program where they have the chance to visit various departments on and work on a number of different projects.

9. Don’t forget the fun. All work and no play will makes for unengaged interns. A professional learning environment doesn’t have to be stuffy. Regardless of the size of your company, it’s your job to provide your interns with opportunities to have a good time in the workplace. Consider holding contests, competitions, and going on outings.

10. Reward them. Hard work should always come with celebration. Your students are likely coming to you with big ideas, goals, and openness to learning. This means that it’s important to recognize their input and also reward them for all they accomplish throughout their time with you. Celebrate the both big and small accomplishments of your interns in ways that fit in with your company culture. If your company is big into outdoor adventures, consider taking everyone to a park for a picnic. Create your own reward system and implement it to keep your interns motivated.

Both you and your interns will reap a variety of benefits from a more engaging working environment. Increased engagement will allow for your interns to get the most out of their experience, as well as positively impacting their career for the future.

How do you go above and beyond to motivate your interns?