# Reintegration Survey The Reintegration Survey is for members who have returned from an AIESEC exchange — outgoing Global Volunteer (oGV) or outgoing Global Talent (oGT). It captures their exchange experience, the impact on their personal development, and how well AIESEC prepared and supported them before, during, and after their time abroad. This data helps Talent Management (TM) teams improve the exchange journey and strengthens the connection between exchange participation and membership engagement. {% hint style="info" %} Reintegration is the often-overlooked final phase of the exchange cycle. A returning Exchange Participant (EP) who feels welcomed back and heard is far more likely to stay active in AIESEC, take on leadership roles, and become an ambassador for future exchanges. {% endhint %} ## Purpose The Reintegration Survey serves three purposes: 1. **Measure the exchange experience.** Did the EP's exchange meet their expectations? Was the host entity supportive? Were there safety or logistical issues? 2. **Assess AIESEC's support quality.** How well did the sending Local Committee (LC) prepare the EP before departure? Was there communication during the exchange? Is there a meaningful reintegration process upon return? 3. **Capture the development impact.** What skills, perspectives, and personal growth did the EP gain? How do they view themselves differently after the exchange? This data feeds directly into exchange quality improvement, pre-departure preparation standards, and the broader case for why AIESEC's exchanges matter. ## Who Receives the Survey The Reintegration Survey is sent to every member who completes an outgoing exchange (oGV or oGT) and returns to Denmark. It is also sent to non-member EPs who went on exchange through an AIESEC in Denmark LC, though response rates from non-members are typically lower. **When it is sent:** Within 14 days of the EP's return to Denmark. {% hint style="warning" %} Timing matters. If the survey is sent too early (during the exchange), the EP has not yet had time to reflect. If it is sent too late (months after return), the experience fades and response rates drop. The 14-day window balances recency with reflection time. {% endhint %} ## What the Survey Covers ### Pre-Departure Preparation * "How well did your LC prepare you before your exchange?" (1–5 scale) * "Did you receive a pre-departure preparation session covering logistics, cultural preparation, and safety?" * "Were your expectations for the exchange clearly set?" * "Did you feel confident and informed when you departed?" ### During the Exchange * "How would you rate the overall quality of your exchange experience?" (1–5 scale) * "How supportive was the host entity (the LC/MC in your destination country)?" * "Did you encounter any safety or welfare issues during your exchange? If yes, were they resolved?" * "How well did your sending LC stay in contact with you during the exchange?" ### Post-Exchange (Reintegration) * "Did your LC reach out to you upon your return?" * "Were you invited to share your exchange experience with other members?" * "Do you feel your exchange experience is valued by your LC?" * "How likely are you to continue as an active AIESEC member after your exchange?" (1–5 scale) ### Personal Development Impact * "What skills did you develop or strengthen during your exchange?" (select all that apply: communication, adaptability, problem-solving, cross-cultural competence, independence, leadership, language skills, other) * "How has the exchange changed your perspective on global issues?" (open-ended) * "Would you recommend an AIESEC exchange to a friend?" (1–5 scale) * "In one sentence, what was the most meaningful part of your exchange?" ### Open-Ended Reflection * "What could AIESEC have done better to prepare you for this exchange?" * "What could the host entity have done better?" * "Is there anything else you would like to share about your experience?" ## How TM Teams Use the Data ### At the LC Level The VP TM and the functional VP responsible for outgoing exchanges (VP oGV or VP oGT) review the results together and use them to: * **Improve pre-departure preparation.** If EPs consistently report feeling underprepared, the LC can add sessions, improve the checklist, or pair outgoing EPs with returned EPs for peer mentoring. * **Strengthen reintegration practices.** If EPs report that no one contacted them after return, the LC can build a reintegration touchpoint into its standard process — a welcome-back coffee, an invitation to share their story at a GBM, or a formal reintegration conversation. * **Identify quality issues with specific host entities.** If multiple EPs report poor experiences with a particular partner entity, the LC can flag it to the MC for follow-up with that entity's Member Committee. * **Boost retention.** EPs who feel valued and connected after their exchange are more likely to stay active. The reintegration survey data helps TM teams intervene before returned EPs quietly disengage. ### At the National Level The MC TM Manager (or MC oGX/oGT Manager) compiles national-level results and uses them to: * **Set or adjust pre-departure preparation standards.** If national data shows that preparation quality varies widely across LCs, the MC can standardize the minimum preparation session content and materials. * **Report on exchange impact.** Aggregated development impact data (skills gained, perspective changes, satisfaction scores) feeds into national reporting, partnership proposals, and communications about AIESEC's value. * **Benchmark across LCs.** LCs can see how their EP satisfaction compares to the national average, helping them identify strengths and areas for improvement. * **Feed into AIESEC International reporting.** Global surveys and reports often draw on national reintegration data to demonstrate exchange quality worldwide. {% hint style="info" %} The Reintegration Survey is a complement to, not a replacement for, a personal reintegration conversation. The survey captures data at scale; the conversation provides the human touch. Both matter. {% endhint %} ## Reintegration Best Practices Beyond the survey itself, here are practices that high-performing LCs use to reintegrate returning EPs: 1. **Welcome-back message.** Send a personal message (not automated) within 48 hours of the EP's return. 2. **Reintegration conversation.** Schedule a 20–30 minute one-on-one with the EP within two weeks of return. Ask about their experience, what they learned, and how they are readjusting. 3. **Story-sharing opportunity.** Invite the EP to share their experience at a GBM, team meeting, or social media takeover. This makes them feel valued and inspires other members to consider exchanges. 4. **Re-engagement offer.** Offer the returned EP a meaningful role or project — they come back with new skills and energy. Channel that into something productive. 5. **Survey invitation.** Send the Reintegration Survey and explain why their feedback matters. {% hint style="warning" %} Some EPs return from difficult or negative exchange experiences (culture shock, host entity issues, personal challenges). Approach reintegration with sensitivity. The conversation and survey should be supportive, not evaluative. {% endhint %} ## Roles and Responsibilities | Role | Responsibility | | ------------------------------ | --------------------------------------------------------------------------------------------------- | | MC TM Manager / MC oGX Manager | Maintains the survey instrument, coordinates national-level analysis, and shares aggregated results | | VP TM | Ensures returned EPs are contacted and the survey is sent within the 14-day window | | VP oGV / VP oGT | Reviews exchange-specific feedback and addresses quality issues with host entities | | TL | Supports reintegration of returned EPs within their team | | Returned EP | Fills in the survey and engages with the reintegration process | ## Survey Data Storage * Responses are stored on the MC Google Drive under `11 — Surveys/Reintegration Survey/` * Access is restricted to the MC TM Manager and relevant MC exchange managers * Anonymized, aggregated reports are shared with LCPs and VPs as described above *Last updated: April 2026 · Maintained by: MC Talent Management Manager* --- # Agent Instructions: Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. Perform an HTTP GET request on the current page URL with the `ask` query parameter: ``` GET https://hubby.aiesec.dk/surveys/reintegration-survey.md?ask= ``` The question should be specific, self-contained, and written in natural language. The response will contain a direct answer to the question and relevant excerpts and sources from the documentation. Use this mechanism when the answer is not explicitly present in the current page, you need clarification or additional context, or you want to retrieve related documentation sections.