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.
