How to Build Strong Relationships Between Interns and Permanent Staff

Bringing interns into an organisation is about more than giving them meaningful work. One of the biggest predictors of a successful intern or graduate programme is whether interns build real relationships with permanent staff - not just formal working connections, but trust, confidence, and a sense of belonging.

Yet many organisations struggle to make this happen. Hierarchies, short programme timelines, and awkward social dynamics often get in the way.

In this article, we explore what actually helps interns and regular staff build strong relationships, what research tells us about effective team bonding, and which types of activities genuinely support connection - including a proven, hands-on example used by London employers.

Why intern–staff relationships are often harder than expected

On paper, intern programmes look collaborative. In reality, several factors work against natural relationship-building:

• Power imbalance: Interns may hesitate to speak freely with senior colleagues

• Short timeframes: Relationships are expected to form quickly, without shared history

• Over-formal settings: Office environments can reinforce hierarchy

• Default socials: Pub or drinks-based events don’t suit everyone

• Uneven participation: Confident personalities dominate while others fade into the background

Without intervention, interns can complete programmes having learned technical skills — but without feeling truly connected to the team.

What research says about building workplace relationships

Organisational research consistently shows that structured, shared experiences are more effective at building trust than unstructured social time.

Studies into team development and workplace bonding have found that:

• Team-based activities improve communication, collaboration, and morale

• Shared learning experiences help reduce hierarchy and build psychological safety

• Teams that bond early communicate more openly and work together more effectively

• Inclusive, skill-based activities outperform passive or alcohol-centric socials

In short, relationships form when people do something together, especially when that activity requires cooperation, communication, and a bit of vulnerability.

The principles behind activities that actually work

Across industries and programme types, the most effective intern–staff bonding activities tend to share a few key characteristics:

1. Shared learning

When everyone is learning something new, it removes status differences and creates common ground.

2. Low-pressure interaction

Activities should allow conversation to develop naturally, without forced networking.

3. Built-in collaboration

Tasks that require communication lead to stronger connections than optional interaction.

4. Inclusive by design

No advantage for physical strength, extroversion, or seniority.

5. Clear structure

Enough guidance to avoid awkwardness, but flexible enough for personalities to emerge.

These principles matter more than the activity itself — but some activities deliver them more reliably than others.

Team building activities that support intern–staff connection

Many organisations experiment with team building during intern or graduate programmes, but results vary depending on the format.

Activities that tend to work best include:

• Hands-on workshops

• Creative collaboration sessions

• Skill-based learning experiences

• Peer-teaching or mentor-mentee formats

What these activities have in common is shared focus and equal participation — everyone contributes, regardless of role or seniority.

One activity that consistently meets these criteria is hands-on sushi making workshops.

Why sushi making works especially well for interns and staff

Sushi making may sound simple, but as a team building format it has several advantages that align perfectly with relationship-building principles:

A level playing field

Almost everyone — interns and senior staff alike — is a beginner. That instantly removes hierarchy.

Communication is essential

Participants must explain techniques, ask questions, and help each other — conversation is unavoidable but natural.

Shared vulnerability

Mistakes are expected (and usually funny), which helps people relax and show personality.

Cultural curiosity

Learning about Japanese food culture adds depth and interest beyond “just an activity”.

Office-friendly

Workshops can be delivered on-site, making them easy to integrate into busy programmes.

A real London example: building mentor–intern relationships in

practice

A recent example involved an on-site sushi making workshop delivered for interns and mentors at a City of London trading firm. Organised by the University Talent Acquisition team, the event used a peer-teaching format that deliberately encouraged interns and permanent staff to teach and learn from each other.

The result was high engagement, sustained interaction across seniority levels, and noticeably stronger mentor–intern relationships throughout the programme.

This workshop was delivered by Tomono Sushi Party, whose approach focuses on structured interaction rather than competition or performance.

👉 You can read the full sushi making team building case study here.

Who this approach works best for (audience guide)

Although intern programmes are a natural fit, this type of relationship-focused activity works well for several roles and teams, including:

Talent & Early Careers teams

• University Talent Acquisition

• Graduate Programme Managers

• Early Careers Leads

HR & People teams

• HR Business Partners

• People & Culture Managers

• Learning & Development Leads

Workplace & operations roles

• Office Managers

• Workplace Experience Leads

• Employee Engagement Managers

Team leadership

• Department Heads

• Mentors responsible for intern development

• Managers onboarding junior staff

If your role involves integration, engagement, or culture, these principles apply.

When sushi making may not be the right fit

No activity suits every situation. Sushi making may not be ideal if:

• Your primary goal is outdoor or physical activity

• You want a purely competitive, high-energy format

• Group sizes are extremely small (e.g. under 6 people)

The key is matching the activity to the relationship outcome, not forcing a trend.

Final takeaway

Strong intern–staff relationships don’t form by accident. They are built through shared, inclusive experiences that encourage communication, learning, and mutual respect.

The most effective activities:

• Reduce hierarchy

• Create psychological safety

• Encourage collaboration

• Fit naturally into modern workplaces

Whether you choose an on-site sushi making team building experience or another hands-on format, focusing on how people interact matters far more than the activity itself.