Good questions to ask interns can turn a routine check-in into a useful conversation about learning, work, and support. The goal is not to test an intern or make them prove they deserve the role. It is to understand what they are working on, help them make progress, and create space for honest feedback. Before you begin, choose a private, comfortable setting, allow enough time to listen, and be ready to act on what you hear. The questions below can work in a one-to-one meeting, a project review, or a conversation near the start or end of an internship.
What You’ll Need
- A quiet place where the intern can speak without being overheard or interrupted.
- A short list of questions connected to their current work, learning goals, and support needs. You do not need to ask every question in one meeting.
- A basic understanding of the intern’s assignments, deadlines, and supervisor or mentor arrangements.
- A way to note agreed actions, such as a shared task list or meeting notes, while respecting workplace privacy rules.
- Time to listen and follow up. Avoid scheduling the conversation so tightly that the intern has to rush through concerns.
Step-by-Step
- Set a supportive purpose. Open by explaining why you are meeting. For example, say that you want to hear how the work is going, learn what is helping or getting in the way, and agree on useful next steps. Make clear whether the conversation is a routine check-in, a project discussion, or a formal review. This helps the intern understand what to expect and reduces the chance that ordinary questions feel like a surprise evaluation. If you will be sharing notes with someone else, explain that too.
- Begin with an open invitation. Start with a question that lets the intern choose what matters most: “How has the internship been going for you so far?” or “What would be useful for us to talk about today?” Give them a moment to think. If they answer briefly, do not immediately fill the silence or switch to a rapid series of questions. A calm opening gives them a chance to raise something you may not have anticipated, including a concern that would otherwise be missed.
- Ask about current work in concrete terms. Questions about a particular assignment are easier to answer than broad requests to describe performance. Try “Which part of the project is clearest right now?” and “Where are you getting stuck?” You can also ask what the intern has completed, what remains, and whether the instructions or priorities are clear. Focus on the work and the conditions around it, rather than treating difficulty as a flaw in the intern. Ask for an example if the answer is vague, but do not turn the conversation into an interrogation.
- Explore what they are learning. Invite the intern to connect daily tasks with their development. Ask “What have you learned recently that you would like to use again?” or “Which skill would you like more opportunities to practise?” Follow up by discussing a realistic assignment, observation opportunity, or piece of feedback that could help. Learning questions should lead to practical possibilities, not promises you cannot keep. If a requested skill is outside the role, explain that honestly and look for a related way to build experience.
- Check whether expectations are clear. Interns may be unsure how to prioritize, when to ask for help, or what a completed task should look like. Ask “Do you know what a successful result looks like for this assignment?” and “When priorities compete, who should you check with?” If expectations are unclear, restate the goal, the relevant deadline, and who can answer questions. Confirm the intern understands the next action by inviting them to summarize it in their own words, without making the exchange feel like a test.
- Ask about support and belonging without making assumptions. Questions such as “Do you have the information and tools you need?” and “Is there anyone you need an introduction to?” can reveal practical barriers. You might also ask whether meetings, instructions, or team routines are working for them. Keep personal questions optional and relevant to the work; do not ask an intern to disclose private matters to justify a request for support. If they raise an accessibility, safety, or workplace concern, listen respectfully and follow the appropriate internal process rather than promising confidentiality you may not be able to guarantee.
- Invite feedback about the internship experience. Ask what has been most useful so far and what could make the work or guidance clearer. A question such as “What is one thing I could do differently to support your work?” makes room for feedback about your own approach. Avoid defending yourself while the intern is answering. Thank them, ask a neutral follow-up if needed, and explain what you can change or investigate. If a suggestion cannot be adopted, give a clear reason rather than leaving the intern uncertain about whether they were heard.
- Agree on actions and close the loop. End by summarizing the main points and asking whether you have understood correctly. Choose practical next steps together: clarify a brief, arrange a check-in with a mentor, or identify an assignment that gives the intern a chance to practise a skill. Assign an owner to each action and state when you will revisit it, using a specific calendar date if appropriate in your actual workplace conversation. Ask “Is there anything important we have not covered?” Then send a concise recap if that fits your team’s normal practice.
Common Mistakes
Asking questions that sound like a test. “Why didn’t you know that?” can put an intern on the defensive. Ask what information was missing or where the process became unclear instead. The purpose is to identify a useful next step, not to catch someone out.
Using only broad questions. “Any issues?” often gets a quick no, even when the intern has a specific problem. Pair a broad invitation with a concrete prompt about a current task, access to information, or feedback. Give them time to answer rather than treating a short pause as a refusal to engage.
Asking too many questions at once. A long checklist can make a conversation feel like an interview and leave little room for follow-up. Select the questions that fit the meeting, listen closely, and let the intern’s answers guide what comes next. It is better to explore one concern properly than collect rushed answers to every prompt.
Making promises you cannot keep. Do not guarantee a new assignment, a particular outcome, or complete privacy unless you have authority to do so. Explain what you can do, what needs to be checked, and when you will return with an answer. Consistent follow-through builds trust more reliably than an impressive promise.
Confusing confidence with competence. Some interns speak readily; others need more time or a different way to share their thoughts. Do not assume a quiet answer means a lack of interest or that a polished answer proves a task is understood. Ask about examples, offer time to reflect, and assess the work against clear expectations.
Tips
- Use open questions that cannot be answered with only yes or no, then ask a focused follow-up when you need detail.
- Use neutral wording. “What made this step difficult?” is more inviting than “Why did you do it that way?”
- Ask one question at a time. Listen to the whole answer before deciding what to ask next.
- Balance questions about problems with questions about progress, interests, and what the intern wants to learn.
- Give specific feedback about observable work. Describe what worked, what needs revision, and what the next attempt could include.
- Offer more than one way to follow up when practical, such as speaking in a meeting or sending a note afterward. This can help an intern organize their thoughts.
- Keep the conversation proportionate to the intern’s role. They should not be expected to solve staffing, management, or organizational problems on their own.
- Return to earlier concerns. Ask whether the agreed support helped instead of treating a check-in as a one-time exercise.
Troubleshooting
If the intern gives very short answers, lower the pressure. Explain that they can take a moment to think, and offer a specific prompt: “Would it help to talk through the latest assignment?” You can also invite them to send a follow-up message after the meeting. Do not interpret reticence as agreement, disengagement, or a performance problem without more context.
If they raise a concern you cannot solve immediately, acknowledge it and ask what would help in the meantime. Be clear about what you will check, who needs to be involved, and when you will update them. For concerns involving safety, discrimination, harassment, or another serious workplace issue, follow your organization’s reporting and support procedures. Do not investigate beyond your role or tell the intern to handle a serious issue alone.
If the conversation becomes emotional, stay calm, listen without interrupting, and avoid arguing about the intern’s feelings. Ask whether they would like a pause or a suitable support person involved. If the issue concerns a formal process or is outside your responsibilities, explain the appropriate next contact and help them reach that person where possible.
If you disagree about how work is going, return to shared evidence: the task brief, agreed expectations, examples of the work, and feedback already given. Ask the intern how they understood the instructions, then clarify any gap. Separate a correctable work issue from assumptions about attitude or potential, and agree on what improvement will look like in the next piece of work.
If a promised follow-up slips, contact the intern as soon as you notice. Explain the delay briefly, give a realistic update, and set a new point to revisit it. Silence can make an intern think their concern has been dismissed, so even a short status message is better than leaving the matter open without explanation.
Frequently Asked Questions
What are good questions to ask an intern on the first day?
Ask what they hope to learn, what they understand about their first assignment, and who they should contact when they need help. Also invite questions about team routines and expectations. Keep the opening conversation welcoming rather than expecting the intern to know workplace processes already.
How often should I check in with an intern?
There is no single schedule that suits every role. Agree on a regular check-in rhythm that fits the work, then add a conversation when a project changes or the intern needs support. Make sure they know how to ask for help between scheduled meetings.
What should I ask an intern who seems disengaged?
Start without labeling them: “How is the work feeling at the moment?” Ask whether expectations, workload, feedback, or access to meaningful tasks are affecting their experience. Listen for specific barriers, explain what you can address, and follow your workplace process if a performance concern remains.
Should I ask interns about their career plans?
You can ask what kinds of work they are curious about or what skills they want to explore, as long as they can answer broadly or decline. Do not assume they have a fixed career goal. Use what they share to find relevant learning opportunities where the role allows.
How can I ask for feedback without making an intern uncomfortable?
Explain that honest feedback is welcome and that they are not responsible for protecting your feelings. Ask a specific, work-related question, allow time to respond, and thank them without immediately debating their answer. Then demonstrate that feedback matters by explaining any action or follow-up.
What if an intern does not want to answer a question?
Respect the choice and do not pressure them to disclose personal information. Clarify that they can return to the topic later if they wish, then focus on work-related support. If the question is necessary for a formal workplace process, explain why and direct them to the appropriate contact.