How to Tell If Your Internship Needs an Update

Do you know what the word “cheugy” means? Your interns do. If you don’t, it might be a sign that your internship programme isn’t as relevant to your incoming Gen Z cohort as it used to be…

Cheugy, for those unfamiliar with the term, is a Gen Z phrase used to describe anything untrendy, uncool, or “basic”. It’s been applied to everything from skinny jeans to Harry Potter to the “cry laughing” emoji.

We’ve already seen the impact that this vocal and values-driven generation are having as they enter the workplace, and a sub-par introduction to your organisation could have strong implications for your intern retention and conversion rates. Avoid having your internship programme branded as “cheugy” by taking it out of the noughties and providing an engaging, up-to-date, and tailored experience that meets the unique needs of your Gen Z interns. Here’s how:

1) Ditch the Virtual Wasteland

In 2025, your standard Zoom icebreakers aren’t going to cut it: a staggering 70% of interns view remote working negatively compared to just 40% of full-time employees. If you’ve seen a dip in the engagement or impact of your virtual and hybrid programmes, this might be why.

Even before pandemic lockdowns, as the first generation raised by the internet, Gen Z were adept consumers of unprecedented amounts of information and virtual learning content, with 80% claiming YouTube has helped them become more knowledgeable at one point or another.

Now they are entering the workforce most likely having completed at least some of their studies online, and are bringing with them a “hybrid exhaustion” that has turned them off to the idea of working and learning remotely.

Networking. Mentorship. Community. It’s not hard to see why an intern at the very start of their career journey might be worried about missing out on these key experiences in a remote context. The good news? With the right planning, it’s possible to create an unforgettable and “Zoom fatigue”-busting virtual or hybrid learning experience that is impactful for both your organisation and your interns.

Struggling with Hybrid?

Our 2025 Internships Toolkit contains design tips for accelerated hybrid learning solutions that your interns will never forget. Request your copy.

2) Use Learning as Rocket Fuel

44% of companies cite the absence of work-ready soft skills as their biggest challenge with today’s early talent cohorts. Yet, it’s not that Gen Z don’t want to learn; on the contrary, 76% believe learning is essential for career development, and 40% would be willing to accept a 5% pay cut to work in a position that offers career growth opportunities.

While your traditional skills offering may have been cutting-edge 10 years ago, the past few years have seen unprecedented levels of change in the skills we need as we’ve adapted to workplace shifts like working in hybrid, fostering diverse and inclusive workplaces, and navigating unpredictable hiring markets. These levels of change have led an estimated 87 percent of companies worldwide to develop a skills gap, or to expect they’ll develop one within a few years.

The solution? Impart the future-focused skills that your interns need, both technical and transferable, in order to thrive as they enter the world of work. In a global study of L&D leaders by LinkedIn, digital fluency and resilience were cited as the #1 or #2 most important skills by L&D leaders in every country surveyed –  no surprise given today’s world of constant change and unpredictability.

If you’re finding your interns aren’t progressing through your programme with the right skills your organisation needs to succeed, consider changing up your skills offering with future-focused soft skills that they can take with them on their career journeys like learning to unlearn, creativity, or networking. Your interns will thank you.

Not sure which skills to prioritise?

Read our 2025 Internships Toolkit to learn more about which skills today’s interns need to thrive. Request your copy.

3) Make it Matter

The NSHSS Career Interest Survey of over 11,000 students found that the top three things Gen Z are looking for in their roles are fair treatment of all employees, flexibility, and corporate social responsibility.

Although today’s interns are of course focused on gaining real-world experience and establishing their careers, they are equally driven to find internships at organisations that align with their values and will allow them to be part of meaningful change in their respective fields.

If you’re finding your retention rates are dipping, or perhaps the type of interns you’re attracting aren’t as aligned to your company’s values as you’d like, consider how you’re communicating your organisation’s values throughout the attraction process. We’ve written at length on the importance of corporate transparency and values to Gen Z, and your internship is a prime opportunity to establish your “Employer Value Proposition 2.0” as a market-leading, transparent, value-driven organisation.

Importantly: Give your interns the opportunity to experience the programme, and the space to share feedback on what’s working and what isn’t. Your opinionated Gen Z cohorts will appreciate you making space for them. This lets them know that they have a voice in your organisation – and, more crucially, that their voice is being heard.

Looking for more?

Our 2025 Internships Toolkit explores how to embed values such as diversity and inclusion in your programme planning. Request your copy.