Offboarding

• Within the Intern's last week, a meeting with their direct manager to review their performance, experience and goals will be key. 

  • Interns can share feedback on their experience.

  • Managers can discuss the intern's achievements, areas of growth, and any suggestions for improvement.

• Exit interviews will be sent to our Interns to complete via Culture Amp.  

• Members of the HR team will review the exit interviews and talk 1:1 with each intern to understand the overall satisfaction of the intern with the internship program, identify what aspects of the program were most beneficial or challenging, and assess the intern's perception of their professional growth during the internship. 

• The ultimate goal is to gather meaningful feedback that can drive improvements in the internship program. 

• Provide constructive feedback to help interns understand their strengths and areas for improvement.

• Offer recommendations or referrals for future opportunities, if applicable.

• Facilitate networking opportunities within the organization.

• Provide guidance on building a professional network and maintaining connections.

• Our hope is our Interns helped move the needle on our business and gained valuable experience to add to their toolbelt! That is cause for celebration. 

• The Internship Team will help plan a celebratory send off dinner with the interns, managers, mentors and senior leaders. 

• We can leave a lasting impression on our Interns by summarizing all of the amazing things they offered and gained throughout their 9 week experience. 

Franchisees - The content on this document is for education and informational purposes only. Should a franchisee decide to act upon any information on this document, they do so at their own risk. Fleet Feet recommends all franchisees consult with an employment attorney when creating/modifying policies, pay practices or other items related to employment.