C-Suite Burnout Starts at Onboarding

A recent Deloitte study highlighted a sobering statistic: 82 percent of CEOs experienced exhaustion to the point of burnout, and 96 percent stated that their mental health has declined. Statistics like this don't bode well for organizations that spend time and money on courting, recruiting, and hiring leaders. It's a sad commentary that an organization can be the cause of their leader failing to thrive in their role.

In my experience working with organizations, the overarching objective in onboarding is sincere, especially when there's plenty of work to do, teams to corral, and numbers to achieve. At the same time, I observed a disconnect about the crucial role executive onboarding plays in the success of leaders during the first year. All too often, I've seen organizations rush the executive onboarding process, and things start to go awry. Shifting priorities, team dynamics, and high expectations create an environment that is ripe for executive burnout.

Onboarding new leaders must be uniquely different to set the stage for success early. The stakes are higher, and the ripple effect of constant turnover can undermine an organization's well-being in record time. So, what can an organization do to prevent burnout during executive onboarding? Below are some general guidelines:

Provide an onboarding plan that aligns with the company's expectations and timeline

Understand what worked well (or didn't) from prior executive onboarding experiences

Conduct an onboarding assessment to determine what your leader needs (avoid making assumptions)

Engage leaders in the onboarding schedule early and have regular touchpoints for the first 30, 60, and 90 days

Conduct an onboarding survey to identify gaps and areas to improve

A new leader can be a source of hope and anticipation for an organization. Ensure you position your leaders to succeed without burning them out from day one.

Fitwell Solutions specialized in customized solutions to enhance productivity and improve retention and it all starts with onboarding well. Contact us today for a discovery call.

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The One Priority That Determines Executive Onboarding Success

By Valerie Merriweather • February 11, 2026

When is comes to leaders, the first 90 days of an executive hire can be a layered with complexities that can feel like a whirlwind to say the least. In my work with organizations, the one priority that directly impacts a new leader’s long-term success is something that may not be at the top of the list. Process. Process is often an essential yet overlooked area that falls through the cracks in executive onboarding. What do I mean by process? I’m glad you asked. Let’s define process in its most basic form: According to Merriam-Webster, a process is a series of actions that produce something or lead to a particular result. Now, that definition sounds simple enough. Nonetheless, this definition alone can be a roadblock to determining who owns what. For example, with executive onboarding, who owns the process? Is it HR? Is it the hiring manager? Is it the new executive? How is the process introduced and when? How does an organization know if its process even works? Sometimes the answer is not so obvious. To ensure that new leaders have the support they need from day one, see our top 5 process areas to prioritize: Systems Overview Understanding the organization from a systems lens is key. In addition to organizational charts, it’s crucial to provide a resource that shows how all parts of the organization fit and work together (even if it’s not ideal). When leaders aren’t aware of the interconnected parts of the organization, they risk losing traction, getting stuck in the weeds, or solving problems that divert time from their primary role. Partner Introductions Many organizations have some level of partnerships in place, such as vendor, contractor, or legacy relationships. Make sure your new leaders have the information they need to connect with partners early, understand their needs, and maintain continuity in touchpoints. Stakeholder Management New leaders’ calendars are often full of meet-and-greet meetings. In this area, taking the time to curate an ideal stakeholder list is key. Getting to know your new leaders, their goals for their new role, and who they need in their network is the starting point for establishing or continuing value-added stakeholder relationships. AI Integration An AI readiness checklist is a great way to make the AI conversation part of the overall organizational planning and communication with team members. This area can be a source of concern, especially if the team does not know the leader’s vision for AI integration or how it may impact their roles. Addressing this topic early can yield early wins and strengthen the company’s overall culture. Well-being Action Plan New leaders can face overwhelming pressure in their first few months in their roles. Well-being action plans are critical for helping leaders find a rhythm in their work early, prioritize their well-being, and have a toolkit for ongoing management to avoid burnout. Focusing on the process during executive onboarding is not only a good idea but also a sound business priority that will ensure new leaders are successful beyond the first 90 days. We love being an extra set of eyes on your process. If you need an executive onboarding process review, contact us for a complimentary consultation.