A thoughtful conversation at the end of an internship can help you understand what the intern learned, identify strengths and development areas, and improve the experience for future participants. It also gives the intern a chance to reflect, share candid feedback, and leave with useful guidance. Before meeting, decide what you hope to learn, review the intern’s work and goals, and make clear whether the discussion is feedback, an evaluation, or both.
What You’ll Need
- A private, comfortable setting: Choose a quiet place or an appropriate video call where the intern can speak without being overheard.
- Relevant notes: Bring the internship goals, project outcomes, and examples of work or feedback you have discussed during the placement. Use specific observations rather than relying on memory alone.
- A short question plan: Select questions that fit the intern’s role and your objectives. You do not need to ask every question in this guide.
- Time for a two-way conversation: Leave room for the intern to ask questions and offer feedback. Avoid scheduling the meeting so tightly that it feels rushed.
- A clear follow-up plan: Decide how you will share any evaluation, record useful program suggestions, and handle open questions after the meeting.
Step-by-Step
- Explain the purpose and set a respectful tone. Start by thanking the intern for their work and explaining why you are meeting. For example, say that you want to review their experience, discuss what they accomplished, and hear what the organization could improve. If the conversation will contribute to a formal evaluation, say so plainly. Do not present an evaluative meeting as an informal chat and then surprise the intern with a rating or criticism. Explain who will receive any notes and how feedback may be used. This helps the intern understand the context and make informed choices about what they share.
- Ask the intern to reflect before you offer your assessment. Begin with open questions such as, “What are you most proud of from this internship?” and “What did you learn that you expect to use again?” Follow their answers with prompts for a concrete example: “What part of that project was yours?” or “What helped you make progress?” Let the intern finish before you respond. Their view may reveal work that was less visible to you, a skill they developed, or a challenge you did not know about. Listening first also makes the conversation feel like a reflection rather than a one-sided verdict.
- Discuss goals, responsibilities, and accomplishments. Review the goals set at the beginning and ask whether they still felt relevant. Useful questions include, “Which responsibilities matched what you expected?” “Did you have a chance to practice the skills you wanted to build?” and “Which contribution had the clearest impact on your team?” Compare the intern’s perspective with the work you observed, using examples. If a goal was not met, explore the reason without assuming the intern was at fault. The assignment may have changed, priorities may have shifted, or the intern may not have received the access or guidance needed to complete it.
- Explore support, inclusion, and day-to-day working conditions. Ask what made it easier or harder to do good work. You might ask, “Were instructions and priorities clear?” “Did you know whom to approach when you were stuck?” and “Did you feel included in the team’s communication and activities?” Ask whether feedback arrived at a useful time and whether check-ins were helpful. Keep questions neutral; “What could we do differently?” is more likely to invite an honest answer than “You had enough support, didn’t you?” If the intern raises a sensitive concern, listen without arguing, thank them for telling you, and explain what next step you can take or who is appropriate to contact.
- Invite specific suggestions for improving the internship. Ask what they would keep, change, or add for a future intern. Questions such as “What should a new intern know before the first week?” and “Was there a task or resource you wish you had received sooner?” can produce actionable ideas. If the intern describes a problem, ask for enough detail to understand it, but do not pressure them to disclose personal information. Separate an individual preference from a recurring program issue. You can note a suggestion for review without promising that it will be adopted; be clear about what you can commit to and what requires further discussion.
- Give balanced, specific feedback and agree on next steps. Share strengths with examples, such as a well-organized handoff or a clear presentation, rather than relying on general praise. Describe development areas in terms of observable behavior and a practical next action. For instance, explain that earlier progress updates would help the team spot blockers, then agree on a way to practice that habit. Ask how the feedback lands and whether the intern wants clarification. Finish by discussing any remaining deliverables, documentation, or handoffs, and explain when they can expect a written summary or answer to an open question. Close by recognizing their contribution and wishing them well.
Common Mistakes
Turning the meeting into an interrogation: Asking a long sequence of questions without listening makes it difficult to build trust. Choose the most relevant prompts, follow the intern’s answers, and allow pauses. The goal is a useful exchange, not completing a script.
Giving vague praise or criticism: “Great job” offers little direction, while “You need to communicate better” can sound like a personal judgment. Refer to a specific action, its effect, and a reasonable next step. Keep feedback focused on work-related behavior the intern can understand and act on.
Defending the program instead of hearing feedback: An intern may describe a confusing process or a gap in support. Immediately explaining why the process exists can shut down the conversation. First ask what happened and acknowledge the effect. You can explain constraints afterward without dismissing the experience.
Making promises you cannot control: Do not imply that feedback guarantees a job offer, a reference, or a program change unless you have authority and a clear basis to make that commitment. Explain what you know, what remains uncertain, and when you can follow up.
Collecting sensitive comments carelessly: Do not promise complete confidentiality if other people may need to review a concern. Explain the limits of privacy before inviting feedback, and follow the organization’s appropriate process for serious issues. Avoid sharing personal comments broadly when only a limited response is needed.
Tips
- Use open-ended wording. Questions beginning with “what,” “how,” or “which” usually invite more detail than questions that can be answered with yes or no.
- Ask for examples without cross-examining. If an answer is broad, invite one instance that illustrates it. Make it clear the intern can decline to discuss something they are not comfortable sharing.
- Make room for different experiences. An intern may value mentoring, clear instructions, or meaningful project ownership differently from you. Ask what mattered to them rather than assuming you already know.
- Separate feedback from decisions. If the meeting also informs a performance review, explain how observations will be considered. Do not imply that one answer alone determines an outcome.
- Capture program-level themes. Record practical suggestions in a way that helps improve onboarding, supervision, or project planning. Keep personal evaluation notes separate from general program feedback where appropriate.
- End with a useful handoff. Confirm who the intern can contact about a reference request, administrative questions, or unfinished work. If you cannot answer immediately, give a realistic follow-up expectation rather than leaving the issue open-ended.
Troubleshooting
If the intern gives very short answers, reduce the pressure. Explain that there are no preferred responses, then ask about one concrete project or moment. You can also offer a pause, invite written feedback afterward, or ask whether they would prefer to discuss a particular topic. Do not treat reserve as proof that the intern has nothing to say.
If the intern becomes upset or raises a serious concern, stay calm and listen. Acknowledge what you heard without arguing over their interpretation. Ask what support they need now, within your role, and explain the appropriate next contact or process. Do not promise an outcome or conduct an investigation beyond your responsibilities. If there may be an immediate safety concern, follow your organization’s established procedures promptly.
If you disagree with the intern’s account, avoid turning the conversation into a debate. Ask clarifying questions, distinguish what you observed from what the intern experienced, and note the different perspectives. You can check relevant facts after the meeting and follow up with a clear explanation. A disagreement does not make the feedback useless; it may point to unclear expectations or a communication gap.
If time runs short, prioritize the intern’s reflection, any important concern, and the next steps. Do not rush through every question just to finish the list. Arrange a follow-up for the remaining topics and tell the intern what you still need to discuss. If you cannot meet in person, offer a suitable call or written option, while making space for a private conversation if the subject is sensitive.
Frequently Asked Questions
When should I ask an intern these questions?
Hold the conversation near the end of the internship, when the intern can reflect on the full experience and there is still time to clarify handoffs or outstanding work. If you need a formal evaluation, align the meeting with your organization’s process and explain the timing in advance.
Should I ask every question in this guide?
No. Choose prompts that match the intern’s projects, goals, and the purpose of the meeting. A focused conversation with thoughtful follow-up is generally more useful than a long checklist. Leave time for the intern to raise topics you did not anticipate.
Should the intern’s manager or mentor attend?
It depends on the purpose and the intern’s comfort. A supervisor may be appropriate for performance feedback or project handoff, while a separate conversation may make candid program feedback easier. Explain who will attend and why, and follow any established evaluation process.
How can I encourage honest feedback?
Be clear about how comments will be used, ask neutral questions, and respond without defensiveness. Do not promise anonymity unless you can genuinely provide it. If written feedback is an option, explain who will see it and whether it will be linked to the intern.
What should I do with the feedback afterward?
Separate actionable program suggestions from individual performance notes, then decide who should review each. Follow up on questions you promised to answer and share any changes you can confirm. If a suggestion cannot be adopted, explain the constraint when appropriate rather than implying it was forgotten.