What do you do if HR interns are not meeting their key responsibilities?

When HR interns fall short of their responsibilities, it can be a challenging situation. You might feel disappointed, but remember, this is an opportunity for both learning and teaching. Interns are often in the early stages of their professional journey, and your guidance is crucial. The key is to approach the issue constructively, ensuring your interns understand the importance of their duties and have the support they need to meet expectations. It's about striking the right balance between accountability and mentorship.

Key takeaways from this article

Provide clear, constructive feedback:

Focus on behavior and outcomes rather than personal attributes, using specific examples. Encourage open dialogue to understand their challenges and support their growth.### *Set and monitor achievable goals:Work with your intern to establish SMART goals tailored to their improvement areas. Regular check-ins can track progress and offer opportunities for guidance and adjustments.

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1 Identify Issues

The first step in addressing underperformance is to pinpoint the specific areas where the intern is struggling. Have an open conversation to understand their perspective—there could be external factors affecting their performance. Ensure they know what's expected of them by reviewing their job description and the objectives of their internship program. This clarity will help them see where they need to improve and give you a benchmark for measuring their progress.

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Seraj Ahmed

Solving Talent Acquisition Challenges for HR Leaders | Find Top Talent with Ease | Let's Connect!
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If HR interns are not meeting their key responsibilities, first we need to provide clear, constructive feedback about where they are falling short. We also need to understand their challenges or knowledge gaps and offer guidance or additional training accordingly. We should make sure that we are setting specific & achievable goals and are regularly monitor their progress. Encouraging open communication and providing a supportive learning environment can also significantly enhance their performance and overall internship experience.

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Umut Kılınç

+100K Linkedin Türkiye TOP20-1.Human Resources Professional | Business Influencer | Speaker🥇Top Voice 🏆 People&Change Manager KPMG
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In my experience, I must first know the intern well and know what he/she can and cannot do. I find out whether working in the human resources department is really your career goal. Because internship is a professional method to find a way in your career. I explain his responsibilities clearly and talk about why s/he did not fulfill his responsibilities. Lack of knowledge, lack of potential, or lack of motivation? I find the cause and create a solution accordingly.

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Akanksha Singh

Global HR & Change Manager | Transforming People Operations & Organisations
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Low engagement is often the main issue here. Companies might not plan for interns because they're only there for a short time, and managers don't see value in investing time with them. But if we flipped the perspective, their short stint is exactly why you want to have a clear plan and expectations from the get-go. If you can show interns what they'll learn, what tools they'll use, and what tasks they'll tackle. They'll understand what's in it for them and be more engaged to deliver on their responsibilities.

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2 Provide Feedback

Once you've identified the issues, it's time to provide constructive feedback. Focus on behavior and outcomes rather than personal attributes, and give specific examples of where they have not met responsibilities. Emphasize that your goal is to help them grow professionally. Encourage them to ask questions and express any concerns they may have. A two-way dialogue can lead to a better understanding of the expectations and how they can achieve them.

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Muhammad Abbas

Human Resources Supervisor | HR Strategic Planning | HR Business partner | HR Section head
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Coffee Chat: Schedule a casual chat to discuss their internship goals and identify areas needing improvement. Role-Playing: Practice key HR tasks like interviewing or conflict resolution through role-playing. Provide constructive feedback in a safe environment. Feedback Sandwich: Start with a positive aspect, highlight the improvement area, and offer specific suggestions for growth. Peer Feedback: Organize peer feedback sessions where interns can learn from each other's experiences.

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3 Set Goals

After discussing the shortcomings, work with your intern to set realistic, achievable goals. These should be tailored to help them overcome the identified challenges while contributing meaningfully to your HR team's objectives. Goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. Setting these goals will provide a clear roadmap for your intern's improvement and development.

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4 Offer Support

Supporting your intern through this process is vital. Provide them with the necessary resources or training they might need to perform their tasks effectively. This could include additional mentoring, workshops, or pairing them with a more experienced team member. Regular check-ins can also ensure they are on track and give them the opportunity to discuss any obstacles they might be encountering.

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5 Monitor Progress

Monitoring progress is essential to ensure that the intern is improving and that the measures you've put in place are effective. Schedule regular meetings to review their achievements against the set goals. Celebrate successes to boost their confidence and discuss any ongoing issues constructively. Adjustments may be necessary if certain strategies aren't working, so be flexible and patient.

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6 Adjust Strategy

If, despite all efforts, there is still no significant improvement, it may be time to adjust your strategy. This could mean re-evaluating the intern's role within the team or considering whether the internship is a good fit for them. Sometimes a change in responsibilities or a different approach to learning can make all the difference. Remember, the ultimate goal is to help the intern succeed, even if that means tough decisions need to be made.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if HR interns are not meeting their key responsibilities?

1

2

3

4

5

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1 Identify Issues

2 Provide Feedback

3 Set Goals

4 Offer Support

5 Monitor Progress

6 Adjust Strategy

7 Here’s what else to consider

Human Resources

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What do you do if HR interns are not meeting their key responsibilities?

1

2

3

4

5

6

7

1 Identify Issues

2 Provide Feedback

3 Set Goals

4 Offer Support

5 Monitor Progress

6 Adjust Strategy

7 Here’s what else to consider

Human Resources

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