When a New Hire Fails in the First 90 Days, This Is Why
A manager-proof onboarding system that eliminates early-hire risk—before Day One.
90 minutes · Executive-grade · Enforceable · Defensible
If a new hire fails in the first 90 days, the organization moves on—quietly.
The question is whether leadership also starts moving around you.
When a new hire struggles early, most organizations blame talent.
That explanation is comforting—and usually wrong.
The failure typically begins one step earlier: onboarding that allows managers to improvise, delay preparation, and blur responsibility.
By the time performance issues surface, the cost is already visible:
lost productivity, disengagement, avoidable attrition—and questions leadership didn’t expect to answer.
This Executive Intensive exists to prevent that outcome from becoming visible.
This Is a Decision Point
Leaders don’t lose credibility because they lack effort.
They lose it when systems fail—and nothing structurally changes afterward.
If onboarding failure would put your judgment, control, or authority into question, this is the moment to correct it—before the next hire tests the system again.
→ Remove This Risk Now
The Real Onboarding Risk Leaders Miss
Onboarding does not fail because HR lacks best practices.
It fails because no system forces managerial alignment before work begins.
Managers under-prepare.
Expectations remain implicit.
Ownership is assumed—but never documented.
When the hire falters, accountability drifts.
Leadership absorbs the cost.
And authority quietly migrates toward whoever appears to have control.
This program installs a system that locks alignment upstream—before failure has a chance to form.
What Is Installed in 90 Minutes
This is not training.
It is not professional development.
In 90 minutes, your organization installs a manager-proof onboarding operating system that:
Forces manager preparation before Day One
Makes expectations explicit and documented
Stabilizes new hires immediately
Prevents accountability drift when problems arise
Most organizations only examine onboarding after failure exposes it.
By then, fixing the damage is slower, costlier, and more visible.
What You Receive
Manager Alignment Protocol
A precise script and template that requires managers to prepare properly—and records ownership in writing before onboarding begins.
Day-One Control Plan
A fixed onboarding sequence that removes ambiguity, reduces early disruption, and establishes clarity from the first hour.
Failure-Prevention Checklist
An enforceable checklist that neutralizes the predictable breakdowns leading to early attrition or escalation.
Accountability Architecture
Templates that make responsibility visible, reduce organizational drift, and protect the system under executive scrutiny.
Why This Works
This system was designed for environments where failure is costly and visible.
It enforces consistency.
It prevents improvisation.
It creates a clear, defensible onboarding structure leaders can rely on.
Clarity. Control. Accountability.
This is onboarding that actually works.
Trusted in High-Consequence Environments
Seattle Consulting Group designs execution systems for organizations where ambiguity is not an option.
Whirlpool — enterprise process alignment
Disney — operational and cultural consistency
U.S. Army — leadership and execution discipline
Government of Canada — system-wide performance improvement
MITRE — high-stakes organizational design
These organizations rely on systems that hold under pressure—not inspiration.
The same discipline underpins this Executive Intensive.
What This Is—and What It Isn’t
This is not coaching.
This is not an HR program.
This is an operating discipline—adapted for leaders who want onboarding outcomes they can defend.
It gives HR and leadership a system they can point to when onboarding outcomes are reviewed.
Executive-Safe Guarantee
Your seat is protected.
If schedules shift, priorities change, or leadership demands intervene, you retain full protection.
Full refund or full future credit—your choice.
No penalties. No explanations.