Gen Z is here—and they’re changing the game.

Born between 1997 and 2012, Gen Z employees now make up a growing part of the dental workforce. And while they bring energy, tech-savviness, and a fresh mindset, they also bring new expectations.

If your onboarding process feels outdated, inconsistent, or overly transactional, chances are it won’t resonate. And that means you’ll lose promising talent before they ever hit their stride.

Here’s how to update your onboarding to meet Gen Z where they are—without sacrificing the culture and standards your practice is known for.

1. Give Them Purpose Before Paperwork

Gen Z craves meaning, not just money.

While traditional onboarding often starts with HR documents and operations, the first thing Gen Z wants to understand is why your practice exists—and how they’ll make a difference.

What to try: Start Day One with a short welcome video or discussion from the practice owner sharing the mission, values, and what success looks like in your culture. Follow that with a “why this role matters” briefing so new hires see the bigger picture right away.

2. Treat Onboarding Like a Journey, Not a Day

Dumping 100 tasks in Week One doesn’t work anymore.

Gen Z responds better to structured progress, clarity, and bite-sized learning. Instead of overwhelming them with information, break onboarding into phases with defined checkpoints and wins.

What to try: Create a 30-60-90 day roadmap with weekly goals. Use digital tools (even a simple Google Doc or Trello board) so new hires can track their own progress and feel accomplished as they go.

3. Pair Them with a Culture Buddy

Gen Z cares deeply about inclusion and belonging.

They don’t want to feel like the “new kid” stuck at the edge of the team. That’s why assigning a peer buddy or mentor can make a huge difference in early engagement.

What to try: Set up a peer mentor system where a team member (not their supervisor) checks in weekly during the first 90 days. This builds trust, lowers anxiety, and gives new hires a safe space to ask questions.

4. Make Feedback a Two-Way Street

Gen Z grew up with instant feedback. Silence feels like failure.

Instead of waiting for formal reviews, build a rhythm of regular check-ins that feel conversational and safe. Just as importantly—ask them for feedback on their onboarding experience.

What to try: Use a simple survey or ask during 1:1s: “What’s been helpful so far? What’s been confusing?” When they feel heard, they stick around longer.

5. Show Them the Growth Path Early

This generation isn’t afraid to move on quickly if they don’t see a future.

That doesn’t mean you need to promise the moon—but it does mean you need to show there’s room to grow, learn, and evolve within your practice.

What to try: Share real stories of team members who’ve grown into new roles. Include small professional development goals in their 90-day plan. Even showing that you thought about their growth builds loyalty.

Final Thought: Meet Them Where They Are

Onboarding Gen Z doesn’t mean lowering the bar—it means upgrading the experience.

If you want them to be bought in, productive, and loyal from the start, you need to:

  • Be intentional
  • Make it personal
  • Build in meaning and momentum

It’s not about catering to a generation. It’s about designing an onboarding experience that actually works.

✅ Related Reads for People-First Onboarding

🔹5 Things to Improve About How You Hire
🔹5 Things Great Leaders Do During Performance Reviews
🔹5 Leadership Moves to Build a Team That Acts Like Owners
🔹 The Power of One More: 12 Lessons for Leadership, Culture, and Growth
🔹 5 Leadership Moves to Build a Team That Acts Like Owners

Want Help Rethinking Your Onboarding Process?

Book a free strategy call and we’ll walk you through how to build an onboarding experience that Gen Z actually wants to stick around for.👉 Schedule your call here