Why Executive Onboarding is Make or Break
Even the best hire can fail without the right start.
It’s one of the most overlooked truths in leadership today—and one of the most expensive.
Executive hiring is often treated as the finish line of a search process. But it’s just the starting gate. What happens in the first 90 days will either accelerate performance—or quietly undermine it.
Yet despite the high stakes, many organisations still treat onboarding as a compliance checklist or HR formality. The result? A costly pattern of early departures, lost momentum, and misaligned expectations.
Here’s the question:
Is your onboarding process setting your new executives up for success—or for struggle?
Because when it comes to retention, culture integration, and long-term impact, onboarding isn’t just important. It’s decisive.
If your goal is to protect your leadership investment and build a foundation for executive success—read on.
We’ll unpack the hidden risks of weak onboarding, the strategic benefits of doing it right, and how to create a transition plan that drives clarity, confidence, and cohesion from Day One.
The Risk of Poor Executive Onboarding
Hiring a new executive is a high stakes move. But without the right onboarding, even top-tier talent can falter—quickly.
Here’s the reality:
According to George Bradt, a recognised authority on executive onboarding, approximately 40% of new leaders fail within their first 18 months. (Source)
This isn’t about incompetence.
It’s about misalignment, confusion, and a lack of integration during a period when expectations are sky-high and clarity is often at its lowest.
Common pitfalls include:
- Lack of role clarity.
New executives often step into ambiguous expectations or shifting priorities, without a clear mandate for success. - Cultural misfit.
A leader may check every skills box—but still fail to gain traction if their leadership style clashes with company culture. - Siloed onboarding.
While HR may handle basic orientation, executive-level onboarding demands involvement from the CEO, board, and leadership team—not just a welcome packet. - Over-assumption of readiness.
Many organisations assume that because executives are experienced, they’ll “figure it out.” But even seasoned leaders need guidance to navigate internal dynamics, power structures, and political currents.
The cost?
A failed executive hire can cost up to 213% of the executive’s annual salary, encompassing direct expenses like recruitment, onboarding, and severance, as well as indirect costs such as lost productivity, team disruption, and strategic setbacks. (Source)
This is why companies must stop treating onboarding as an afterthought—and start treating it as an extension of the hiring strategy.
Onboarding as a Strategic Retention Lever
The best executive onboarding plans don’t just welcome a new hire—they set the stage for transformation.
When done right, onboarding becomes the bridge between hiring potential and delivering results. It aligns the leader with the organisation’s culture, strategy, and stakeholders from the start—building clarity, trust, and momentum in the process.
Why it matters:
Trust and confidence are built early
The first 90 days shape how a leader is perceived by their team, board, and peers. A disjointed start can create scepticism and resistance. A structured, thoughtful onboarding plan builds credibility—and speed.
Early wins depend on alignment
Effective onboarding plays a crucial role in helping new executives align with the organisation’s culture and mission. By providing clear expectations, fostering relationships, and immersing them in the company’s values, organisations can set the stage for long-term success.
Engagement starts at the top
When boards and CEOs are personally involved in onboarding, it signals to the entire organisation that this leader matters—and their success is a shared priority.
The First 90 Days = make or break
That early window sets the tone. Executives need:
- Clear performance expectations
- An understanding of informal power structures
- Time to listen, observe, and plan—before acting
Yet most companies underinvest here.
They roll out the red carpet to recruit top talent—only to leave them navigating the maze alone once they arrive.
Retention doesn’t depend on perks.
It depends on preparedness, alignment, and support.
Optimising Executive Onboarding
Strategic onboarding isn’t just about logistics about integration.
To maximise retention and performance, executive onboarding should be structured, co-owned, and personalised. It must go beyond checklists to help new leaders build the relationships, understanding, and confidence needed to deliver results fast—without losing alignment along the way.
1. Build a Leadership-Specific Onboarding Plan
Generic onboarding templates don’t cut it for the C-suite. Executive onboarding should include:
- Culture mapping: What unwritten norms shape decision-making?
- Stakeholder priorities: Who holds influence? Who needs early trust-building?
- Strategic immersion: What are the current inflection points—and where is the organisation headed?
A 30-60-90-day roadmap helps the leader pace their learning, build the right alliances, and avoid early missteps.
2. Engage the Board, CEO, and HR as Co-Owners
The most successful onboarding outcomes happen when multiple leaders actively support the process.
- Boards help clarify expectations and offer guidance on governance.
- CEOs can accelerate integration by endorsing and mentoring the new executive.
- HR ensures continuity, resources, and feedback loops.
When the organisation rallies around onboarding, the message is clear:
We’re invested in your success—not just your role.
3. Use Feedback & Data to Continuously Refine
Onboarding should evolve alongside the executive’s journey.
Use:
- Pulse surveys to gauge early engagement
- Regular 1:1 check-in with HR or a coach
- Midpoint reviews to recalibrate goals and remove barriers
Companies that actively collect feedback during onboarding often experience improvements in new hire productivity and retention. By continuously refining the onboarding process based on feedback, organisations can better support new executives in their transition, leading to increased engagement and long-term success.
The takeaway?
Don’t wait until misalignment or frustration surfaces. Design onboarding as a dynamic, high-touch process that evolves in tandem with the leader’s first year.
The Hire Is Just the Start—Success Is in the First Steps
Great executive hiring is only half the battle.
What happens next determines whether that hire succeeds, stagnates, or exits.
The first 90 days aren’t just about orientation, they’re about establishing trust, setting direction, and integrating deeply into the culture. When done right, onboarding becomes a strategic driver of retention, alignment, and performance.
If you want your next executive to thrive—not just survive—start with onboarding that’s built for impact.
Explore how we support seamless executive transitions
Whether you’re onboarding a new CEO or strengthening leadership continuity, our proven approach helps ensure alignment, impact, and long-term success—right from day one.
