Why An Exit Interview is the Key to Your Interns’ Success
It’s still the middle of the summer according to the calendar, but before you know it we’ll be jumping into fall. The “back to school” mentality will kick in, fall programs will kick off and your summer intern will be packed and driving off into the sunset before you know it. Their time at your organization is quickly coming to a close, but these last days could be the most valuable yet for both you and them.
Internships are primarily about raising up and equipping the next generation of leaders. Your organization has welcomed them in, shown them the ropes, and let them steer a little. If you’ve done it well, you will have given them valuable takeaways that will impact the rest of their career while breathing some new life into your organization. Here at the end, you have a final opportunity to both impart and receive through their exit interview.
Why Does Your Intern Need an Exit Interview?
It is here, as your intern is wrapping up and heading out that they can give you the most valuable insight. This person has spent weeks if not months working side by side with your staff. They’ve seen behind the curtain and have learned your organization and its methods inside and out. Now they’re leaving. This gives you an incredible opportunity to receive honest and insightful feedback from someone who still has a positive relationship with your organization and very little to lose. It also gives you a chance to course-correct or make amends for any flaws in your system.
How Do We Conduct an Exit Interview?
Have two staff members conduct the interview: a member of HR and a member of leadership who was not their immediate supervisor. Go over three basic types of questions: practical, work-related, and cultural. Practical questions might include what they thought about their host home or if the pay was adequate. Work experience questions should explore their workload, relationships with those around them, and expectation versus reality for the job. Be sure to spend plenty of time on the third category: culture questions. Ask if the mission and vision make sense to them, what worked well, and what would they change. Their answers will likely reveal valuable information about your organization you would never see from the inside. (And if you want more help with Exit Interviews, watch this webinar!)
What Do We Do After An Exit Interview?
In their last few days with your organization, give your intern as much of your attention as possible. If anything negative came up in their exit interview, take time to try and make it right. Was there something they felt they missed out on? It’s not too late! Try to fit in all the experiences they were hoping for. Take time to honor their contributions. Arrange a time for your team to celebrate them and say goodbye. And think practical! Do they need help packing? Did you get them a goodbye card or gift? Make sure they leave feeling valued in every way.
Once they do leave, make sure to recognize those involved in the internship process: supervisors, close coworkers, host homes, etc. Thank them for their sacrifice to help make your program a success. While an intern can contribute immense value to an organization, it still takes time, resources, and lots of effort to get each intern up and running. For paid employees, consider offering them a small bonus or a few extra days off to show your appreciation. If there were other specific people your intern named in their exit interview that made their experience more valuable, send them a thoughtful thank you card.
Also, take this time to gather and utilize your intern’s feedback while it’s still fresh in your mind. Present relevant information to your internship committee or supervisors so you can improve the experience of future interns. Now is the best time to prepare for future interns, setting your program and organization up for growth and even more success.
Done well, the end of an internship can be the sweetest part, rewarding both the intern and the organization. Don’t let fall festivities overshadow this valuable time. End well and set yourself up for an even better experience next summer.
Did you find gaps in your internship program this summer? We can help you take it to the next level!
Authored by the HRMS Team, a group of dedicated church HR experts who draw from extensive ministry experience to keep your organization compliant and healthy. Schedule a call and find out how we can help you simplify your organization’s HR here.