Nailing day one: the ultimate onboarding guide for Gen Z

The first day: More than just paperwork and introductions

We’ve all seen it happen—a new hire sitting awkwardly at their desk, unsure of what to do, while the team is too busy to notice. A few days later, it’s clear that the onboarding process was an afterthought.

A poor first-day experience can cost companies talent, motivation, and long-term engagement. But when done right, onboarding transforms nervous newcomers into confident, motivated employees who feel valued from day one. So, how can companies create an engaging and seamless first-day experience that welcomes new hires?

Step 1: Make them feel welcome before they arrive

Onboarding doesn’t start at 9 a.m. on day one; it begins when a candidate accepts the job offer. Sending a personalized welcome email or video message from the team is a simple yet impactful gesture. Some companies go the extra mile by delivering a pre-arrival welcome package—company swag, a handwritten note from their manager, and key onboarding details. These small touches build excitement and ease first-day anxieties.

Step 2: The power of the “godparent” system

Forget the generic “buddy system.” Instead, match new hires with a workplace godparent with similar interests— gaming, hiking, or photography. This meaningful connection fosters comfort and helps the new employee integrate faster. A tech startup successfully paired mentors based on hobbies, resulting in higher engagement and long-term retention.

Step 3: A warm welcome package

A generic “welcome to the company” email won’t cut it. Imagine instead:

• A curated desk setup with a personalized nameplate, their favorite snacks, and a small welcome gift.
• A team introduction video highlighting fun facts about their new colleagues.
• A customized playlist with songs chosen by their team members.

A marketing agency implemented this and saw a 40% improvement in first-month job satisfaction.

Step 4: Lunch with leadership on day one

Want to make a new hire feel valued? Give them direct access to leadership. A casual welcome lunch with the CEO, manager, or team leader fosters an open culture and breaks down hierarchy-driven barriers. Employees at companies that do this report higher trust and quicker integration into the company culture.

Step 5: Social-first onboarding

Gen Z thrives on connection. Make their first day social by incorporating:

• A team-building activity that encourages collaboration.
• A LinkedIn or Slack introduction highlighting fun facts about them.
• A welcome event where team members share advice for success in the company.

An international firm found that adding social elements to onboarding increased engagement and retention by 25%.

Step 6: The first task matters

Rather than drowning new hires in policy documents, assign a meaningful first task that makes them feel like they’re contributing from the start. A leading ad agency invites new hires to a creative brainstorming session within hours of arrival, immediately fostering involvement.

Step 7: Ensure they have everything they need

A well-prepared first day means no awkward waiting around. Ensure all necessary tools—laptops, email access, and software logins—are ready before they arrive. A global digital firm implemented a “Day One Ready” checklist, reducing first-day downtime by 80%.

Step 8: The check-out moment

Before the new hire leaves, schedule a quick check-out session to:

• Answer any lingering questions.
• Reinforce how excited the company is to have them.
• Send a follow-up message that evening, thanking them for joining.

This simple touchpoint at the end of day one significantly increases new hire satisfaction and engagement.

Best Practices

• Google (USA): The “Noogler” program welcomes new hires with interactive experiences and mentorship.
• L’Oréal (France): The “L’Oréal FIT” program provides immersive training and digital tools.
• Spotify (Sweden): The “Band Camp” program engages new hires in storytelling to connect with the company culture.
• Airbnb (USA): During the first weeks, new hires receive guidance from their “Airfam” (Airbnb family).
• Zappos (USA): The company offers new employees $2,000 to leave if they don’t feel aligned with its values, ensuring genuine commitment.
• Siemens (Germany): Uses a buddy system to facilitate rapid peer learning and integration.

Final Thoughts: How Would You Rate Your First-Day Experience?

⭐️⭐️⭐️⭐️⭐️ “Best first day ever! I felt like a VIP.”
⭐️⭐️⭐️⭐️ “Pretty good, but I’m still figuring out where the coffee machine is.”
⭐️⭐️⭐️ “Not bad, but no one told me the WiFi password for five hours.”
⭐️⭐️ “I sat at the wrong desk for half a day, and nobody noticed.”
⭐️ “Wait… was I even hired?”

A well-crafted onboarding process ensures no new hire ever feels like an afterthought. So, how would your company’s onboarding experience be rated?