Let’s be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn’t kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn’t work anymore.

As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations.

Why Onboarding Needs to Change

We know that employees decide whether they’ll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn’t meet expectations. That’s not just a retention problem—it’s a culture problem.

Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization’s diversity, equity, and inclusion (DEI) policies during onboarding. This isn’t just a “nice-to-have” feature—it’s foundational to how they decide whether they belong.

When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they’ve even begun.

From Administrative to Transformational

Effective onboarding is no longer about checklists—it’s about connection. It’s an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one.

Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company’s values and culture. Instead of overwhelming new hires with information, they’re creating space for exploration and engagement.

In the podcast, we explored how today’s employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That’s a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content.

Modern onboarding should mirror how people learn and connect today:

* Short, engaging videos that bring your culture and values to life.

* Interactive learning tools that reinforce understanding instead of memorization.

* Opportunities for dialogue, where new hires can safely ask questions without fear of judgment.

* Stories and experiences that show—not just tell—how your organization lives its values.

Psychological Safety Starts on Day One

A powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don’t know, they’re more likely to succeed—and stay.

But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that’s where disengagement begins.

By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment.

Embracing Change for Growth

Embracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It’s about stepping outside of what’s comfortable to build something that actually resonates.

The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don’t just need information—they need belonging.

When leaders create space for new hires to feel seen, supported, and empowered, they set the stage for resilience, innovation, and shared success. Change, after all, is only disruptive when we resist it. When we lean into it, it becomes the very thing that helps us grow.

If you want to learn more about how to create a culture of care, foster psychological safety, and design workplaces where people thrive from day one, subscribe to our YouTube channel

Sacha Thompson, founder of The Equity Equation, boasts 20+ years of experience spanning education, non-profit, and tech sectors. With a fervent commitment to inclusive leadership and workplace equity, Sacha specializes in fostering psychological safety for all team members. Her transformative coaching and consultancy services have earned her recognition in Forbes, Newsweek, and Business Insider. A seasoned speaker on psychological safety and leadership, Sacha is dedicated to building inclusive cultures and driving organizational success. She was most recently featured in Success, NBC News, Newsweek, and Business Insider.