Fitwell Training Solutions Blog - Fitwell Solutions

The One Priority That Determines Executive Onboarding Success

Wed, 11 Feb 2026 04:11:10 GMT

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.

Orientation vs. Executive Onboarding: What Every Organization Must Know

Thu, 26 Jun 2025 18:23:27 GMT

Executive Onboarding is Very Different Than Orientation

New hire orientation is necessary, and most organizations provide basic information to help new employees get through the door. In the HR world, this kind of orientation, known as the four P's of HR, stands for:

People - Attracting and retaining employees
Policies - Providing guidelines to manage people and other important company information
Processes - Recruiting, onboarding, and performance management
Performance - Measuring and improving HR strategies

One of the challenges many organizations face is thinking of it as the primary method for onboarding new team members. While this approach may work for the general employee population (even though it's not a great long-term solution), for executive leaders, it's a recipe for losing them within the first 12 to 18 months.

Orientation is necessary to get a leader set up with the basics, including benefits, a company overview, and high-level organizational information. However, orientation is insufficient for executive onboarding and cannot be the only formal setting that prepares them to lead. Based on my experience working with new leaders, orientation is not an adequate setting to prepare a leader for the first 90 days.

I recommend that organizations use orientation as the basic level of executive onboarding. For example, a leader should experience what their team encounters when they start a new role at the company. It allows them to see things from a ground-level perspective if you will. Once the orientation is complete, the executive receives a customized onboarding experience that meets their unique needs. For example, an executive who leads several departments, including those with external stakeholders, will have a very different onboarding experience than a non-profit executive director who has established relationships with funders and actively engages at the community level.

Studies show that an executive leader can take an average of six months to onboard effectively. A one—or two-day orientation will not set the stage for success if there is no progression to a solid onboarding program.

Want to ensure that your executive onboarding is in place before orientation? Let's talk. Schedule a complimentary discovery session here.

C-Suite Burnout Starts at Onboarding

Thu, 19 Jun 2025 00:31:54 GMT

New leaders are at risk for burnout

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.

The Hidden Costs of Losing a New Leader before Day 90

Fri, 06 Jun 2025 18:36:58 GMT

The First 90 Days for Executive Onboarding are Crucial

One in ten employees quit due to a poor onboarding journey, and there's a cost associated with that—but when that employee is a senior leader, the cost skyrockets.

The direct cost of replacing a high-level leader is not insignificant; in fact, it can erode the bottom line. The Center for American Progress analyzed 31 case studies across various industries and found that for highly educated executive positions, replacement costs can reach up to 213% of the individual's annual salary! To put this into perspective, replacing a CEO earning $100,000 annually could cost the organization up to $213,000. This figure encompasses direct costs and indirect costs such as:

➡️ Recruitment

➡️ Onboarding

➡️ Training

➡️ Lost productivity

➡️ Diminished morale

➡️ Erosion of institutional knowledge

It's clear that the financial impact of losing an executive is high; however, there's another side to it as well. The emotional cost on teams and the strain on other leaders is not insignificant and looks like the following:

➡️ Lost momentum on major initiatives

➡️ Team disengagement and confusion

➡️ Negative reputation in the talent market

➡️ Increased turnover among direct reports

Unfortunately, new leaders are often left to "figure it out." They're expected to deliver results before they've established relationships, understood the culture, or had time to settle in. It's a recipe for early exits.

Fitwell Solutions helps organizations stop the revolving door. Our Executive Onboarding framework ensures new leaders are successful from day one. Contact us today for a discovery session.

Why Most Executive Onboarding Fails (and What To Do Instead)

Tue, 03 Jun 2025 14:06:16 GMT

Your C-suite deserves better than a welcome packet and

good luck.

You've recruited a rockstar executive. The ink is dry on the offer letter. But within months, the excitement fizzles—and so does their impact. Sound familiar? You're not alone. According to a recent report, over 40% of leaders fail within the first 18 months —and poor onboarding is a major culprit.

Executive onboarding isn't just "day one and done." It's a strategic process that most organizations undervalue. There's an assumption that executives know the job and can jump in without a lot of direction. However, the onboarding period is crucial for their success. When an organization rushes onboarding, it can lead to:

Misaligned expectations
Culture shock
Poor team integration
Early burnout

Although leaders may never say, "I failed because of my onboarding," the truth of the matter is that without the right support system, they never stood a chance.

It's essential to view onboarding as a relationship-building period that's not just a transaction but helps transform the workplace. When done well, the first 30, 60, and 90 days can improve retention and overall morale.

Here are some key areas to incorporate into your executive onboarding process to enhance clarity, connection, and overall well-being during the first 90 days.

✅ Provide a pre-boarding packet

✅ Develop a detailed onboarding schedule

✅ Assign a mentor or buddy

✅ Schedule weekly check-ins

✅ Provide well-being tools to support them early (note: this is not the benefits package)

Failing to onboard your leaders properly costs more than replacement fees. It creates ripple effects—eroding morale, productivity, and trust. With the right onboarding experience, your new leaders will thrive, and teams will flourish.

Are you ready to reimagine your executive onboarding? Let's talk about how Fitwell Solutions can help your next executive hit the ground running—and stay there.

Well-being and Onboarding

valerie@fitwellsolutions.com (Valerie Merriweather) — Thu, 20 Mar 2025 12:00:07 GMT

New Leaders, Well-being, and Onboarding

Well-Being & Onboarding 101

When onboarding new leaders, understanding their unique well-being needs sets the tone for a strong start. In my experience working with organizations through leadership transitions, the sheer volume of unresolved problems, team dynamics, uncertainty, and norms that a leader must absorb quickly can be daunting. As a result, leaders may begin their roles overwhelmed, which means stress is higher than ever. Our society focuses on the mantra, "Hit the ground running," but is that the best approach?

When organizations equip leaders with well-being skills during onboarding, they are more likely to immerse these practices throughout their teams, exhibit greater empathy, and cultivate an environment that attracts and retains top talent.

The Importance of Onboarding Leaders with Well-Being Skills

The initial phase of a leader's start is critical. Research tells the story:

�� Research indicates that 86% of new hires decide whether to stay with a company within the first six months

�� Effective onboarding processes can boost new hire retention by 82% and productivity by over 70%

�� 85% of leaders reported increased team member engagement after undergoing training focused on well-being

For leaders, the onboarding period is about acclimating to their roles and setting the tone for their teams. Leaders who receive comprehensive onboarding that emphasizes well-being can foster more team engagement and productivity.

Key Areas of Well-Being for Leadership Success

Focusing on specific dimensions of well-being can significantly enhance a leader's effectiveness. Below are three dimension examples:

Emotional Well-Being: Leaders who manage their emotions can handle life's demands more effectively and make better decisions. This emotional intelligence enables leaders to support their teams better, resulting in higher levels of trust and reduced burnout.
Social Well-Being: Leaders who engage positively with their teams create a sense of belonging and inclusion, enhancing team cohesion, performance, and workplace connections.
Environmental Well-Being: Leaders who prioritize a healthy work environment can reduce stressors and promote well-being among team members. Examples include physical or virtual spaces or encouraging different places to foster creativity.

Reimagining Work and Well-Being Through Leader Onboarding

Investing in the well-being of leaders during their onboarding is not just a package of wellness benefits; it's about strategy and intention. Organizations prioritizing leadership well-being make the "I care about you" statement early, resulting in higher-performing teams and a better workplace culture.

Research supports this priority, too. A Forbes study showed that organizations prioritizing well-being could significantly impact their employees' mental health. In this same study, data suggests that for almost 70% of people, their manager has more impact on their mental health than their therapist or doctor.

How We Can Help

Integrating well-being strategies into leadership onboarding is imperative to cultivating a thriving organizational culture. Fitwell Solutions helps organizations across various sectors—including tech start-ups, healthcare, higher education, and non-profits—embed comprehensive well-being approaches into their onboarding processes.

Partner with Fitwell Solutions to ensure your leaders have what they need to foster a culture of well-being, drive engagement, and retain top talent.

The Power of Executive Onboarding

Tue, 18 Mar 2025 16:19:45 GMT

The Executive Playbook for Building Powerful Teams

The Power of Executive Onboarding

Transitioning executives into their new roles is pivotal for both the leader and the organization. If not done well, executive onboarding can decrease morale, diminish team cohesion, and cause high turnover. When done well, however, it serves as the foundation for long-term success, helping organizations attract and retain top talent while cultivating an environment of trust and collaboration.

The Impact of Neglecting Executive Onboarding

Statistics paint a stark picture of the consequences of inadequate executive onboarding. Studies reveal that nearly 50% of newly hired executives fail within the first 18 months of their tenure. The reasons often include unclear expectations, lack of cultural alignment, and insufficient support during the transition. Furthermore, poor onboarding can ripple through the organization, causing disruption, reduced employee engagement, and decreased overall team productivity.

For example, teams working under a poorly integrated executive often experience a 15% drop in engagement , directly impacting retention and performance. Employees may feel disconnected from leadership, leading to misunderstandings, misaligned goals, and a culture of frustration.

I've seen firsthand what happens when organizations fail to onboard their executives. It's not pretty. Teams immediately feel the impact, and the workplace environment can become hostile, negatively impacting daily well-being.

Why Executive Onboarding Matters

Organizations that prioritize effective executive onboarding see significant benefits. Research shows that companies with structured onboarding programs for executives experience a 23% higher employee satisfaction rate and are 1.9 times more likely to retain their executives over the long term. By investing in onboarding, organizations ensure their leaders can inspire teams, align with the company's vision, and make meaningful contributions early.

The Connection Between Executive Onboarding and Retention

Great onboarding attracts top talent. Leaders want to join organizations that demonstrate their commitment to personal and professional growth. When executives feel that their well-being and success are a priority, they are more likely to remain loyal to the organization. A recent study showed that 40% of executives fail within the first 18 months.

Additionally, prioritizing well-being during onboarding benefits the executive and the entire team. When leaders are supported and aligned with organizational values, they can inspire their teams and foster a positive work culture. This alignment creates a ripple effect, improving morale, productivity, and employee retention.

In my next post, I'll discuss well-being skills every organization needs to provide to their leaders to help retain top talent and build a culture of caring.

Onboarding Tips to Attract & Retain Top Talent

Fri, 24 Jan 2025 02:23:13 GMT

Onboarding right is essential that's why you have to do it right the first time.

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Employee Well-being: The New ROI

Wed, 15 Jan 2025 15:15:52 GMT

Here's a sobering fact about well-being in the workplace: It is at an all-time low.

As employers wrestle with what they can do to attract and retain top talent, this post sheds light on why there is a disconnect and offers concrete ways to re-engage your workforce in a meaningful way.

In a recent article, three areas can have a profound impact on well-being. One nugget that resonates with me and the clients that I work with is:

�� "Don't Skimp on the Basics"

I've worked with numerous clients who offer excellent wellness programs but do not pay their employees a reasonable wage. No wellness program can replace that.

How can an employer ensure that employees feel valued and respected? The first step is to examine engagement, often connected to well-being. For example, consider what your employees need. There are so many ways you can do like using workplace assessments or anonymous feedback.

Never assume you know what your employees want or need, ask them. Remember,

well-being is so much more than programs.

Employees want to know that their employer genuinely cares about them. Evaluating your offerings, onboarding, and employee engagement will tell you a lot about how your workplace's well-being is doing.

In my next post, I'll discuss another important yet overlooked nugget when it comes to the the ROI of Well-being.