Intern appreciation is the cornerstone of employee retention

Being an intern is an unforgettable stage in an employee's career, but how employers choose to manage their young talent determines whether it's for the right reasons. 

More than 80% of employees feel that recognition affects their motivation to succeed at work, according to a survey from software company Nectar, and 87% said it plays a critical part in employee satisfaction — so much so that 71% agreed that receiving more recognition would keep them from leaving. And while they may not be full-time employees, employers should assume their interns feel the same way.  

"Interns are at a pivotal stage in their careers where appreciation serves as a validation of their contributions and strengthens their interest in the field — it fuels motivation, encouraging them to learn and contribute fresh ideas," says Archer Chiang, CEO and founder of Giftpack, a corporate gifting platform. "Recognizing their efforts not only benefits the current project, it also builds a positive employer brand that attracts future talent and potentially secures their return after graduation." 

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The pandemic thoroughly changed the landscape for internships after the majority of them were either canceled or made unpaid due to the state of the economy at the time. As a result, 60% of students reported that they faced obstacles preventing them from pursuing an internship, according to a 2021 National Survey of College Internships. By the spring of 2021, just 22% of students had an internship, according to the survey — a statistic that employers have been trying to improve since. 

But intern morale is strongly influenced by both management style and the structure of the

internship program itself, according to Chiang, both of which were altered significantly by the shift to remote work followed by the more recent return-to-work trend. 

"Given that interns are often in a stage of career exploration, it's crucial to provide them with clear learning opportunities and a sense of accomplishment," Chiang says. "By incorporating a

strong educational component and a well-defined reward system, internship programs can foster a more engaged and motivated intern population." 

In the past, employers have focused on appreciation tactics that included generic material gifts, monetary rewards like gift cards and one-time public praise. These strategies won't work in today's workforce, where young talent has been known prioritizes professional development as well as intention and feedback. 

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"Focus on meaningful experiences, personalized recognition, and opportunities for growth

instead of generic gifts or impersonal praise," Chiang says. "By fostering a culture of appreciation that invests in their development, employers can truly motivate and retain young talent." 

Neglecting intern appreciation can have significant consequences, according to Chiang. Disengaged interns are more likely to leave early and underappreciated interns may not be motivated to contribute their best work, limiting the company's potential. Most importantly, a negative intern experience can damage the company's reputation through online reviews and word-of-mouth, making it harder to attract future talent. That's why he urges companies to act proactively instead of reactively. 

"Appreciating interns is investing in the future talent pool," he says. "By nurturing their development, companies build a pipeline of skilled professionals with fresh perspectives, ultimately benefiting both the intern and the company."