{"id":228781,"date":"2025-07-01T15:58:09","date_gmt":"2025-07-01T15:58:09","guid":{"rendered":"https:\/\/corevalues.com\/dev\/?page_id=228781"},"modified":"2025-07-22T23:08:47","modified_gmt":"2025-07-22T23:08:47","slug":"onboarding-with-the-tigers-6-principles","status":"publish","type":"page","link":"https:\/\/corevalues.com\/dev\/onboarding-with-the-tigers-6-principles\/","title":{"rendered":"Onboarding with the TIGERS 6 Principles"},"content":{"rendered":"\t\t
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Onboarding with the TIGERS 6 Principles<\/h2><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Home<\/h2><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Onboarding with the TIGERS 6 Principles<\/h2><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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You\u2019re Here Because Culture Matters<\/h2>\t\t\t\t
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You\u2019re not looking for another checklist. You\u2019re here because you understand that onboarding isn\u2019t about filling out forms. It\u2019s about setting a foundation for how your team will work, learn, and grow together.<\/span><\/p>\n

Traditional onboarding programs focus on compliance, paperwork, and firehose-style orientation. But truly effective onboarding programs go deeper. They embed behavior expectations, build psychological safety, and lay the groundwork for long-term trust and collaboration.<\/span><\/p>\n

That\u2019s what onboarding with the TIGERS 6 Principles delivers.<\/span><\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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The First 90 Days Shape the Future<\/h3>\t\t\t\t
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Research shows that employees decide within the first 90 days whether they feel they belong and can see a future with your organization. According to the Society for Human Resource Management (SHRM), 69% of employees are more likely to stay with a company for three years if they experience great onboarding.<\/span><\/p>\n

And the cost of getting it wrong? Gallup estimates that voluntary turnover costs U.S. businesses over $1 trillion annually. So the question isn\u2019t whether onboarding matters. It\u2019s whether yours creates connection, clarity, and commitment.<\/span><\/p>\n

That\u2019s where our behavioral system shines.<\/span><\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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TIGERS Behavior-Based Onboarding Builds Momentum<\/h3>\t\t\t\t
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The TIGERS 6 Principles\u2014Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success\u2014aren\u2019t buzzwords. They are the scaffolding for healthy workplace cultures. And when onboarding is structured around these principles, your team builds alignment from day one.<\/span><\/p>\n

Each principle is introduced over two months of weekly micro-trainings. Managers and employees engage in structured conversations, reflect on behaviors, and complete short self-assessments. These interactions do more than educate. They connect.<\/span><\/p>\n

This is onboarding as culture-building, not box-checking.<\/span><\/p>\n

Explore:<\/span> Successful Onboarding Practices Begin with Work Culture Understanding<\/span><\/a><\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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A Day in the Life of Onboarding in Action<\/h3>\t\t\t\t
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Let\u2019s be honest. Onboarding can feel like trying to drink from a firehose. But it doesn\u2019t have to be that way.<\/span><\/p>\n

Imagine instead,\u00a0 each new hire joins your organization and immediately experiences clarity. They know what behaviors lead to success. They feel seen. And most importantly, they feel safe asking questions and making mistakes because they\u2019re supported by leaders who\u2019ve been trained to develop\u2014not just direct.<\/span><\/p>\n

This is what the TIGERS onboarding system aims to create. We\u2019ve redesigned it to reflect what your people truly need.\u00a0 Clear expectations, emotional safety, and behavioral guidance that makes work feel purposeful from day one.<\/span><\/p>\n

Your employees dream of being part of something meaningful. They want their talents noticed, their values aligned with yours, and their development taken seriously. They\u2019re not asking for perfection. They\u2019re asking for a place where their growth matters.<\/span><\/p>\n

Your challenges? They\u2019re real. You\u2019re managing burnout, fast-paced shifts, and talent that expects more transparency and coaching than ever before. You might be implementing this system for the second time, and that\u2019s okay. It means you\u2019re paying attention. It means you care about getting this right.<\/span><\/p>\n

When onboarding reflects shared principles and a deeper commitment to growth, it affirms your team\u2019s decision to join\u2014and stay.<\/span><\/p>\n

Explore:<\/span> Trouble with Retention? Commit to Culture in Onboarding<\/span><\/a><\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Building Persevering Teams with Onboarding Tools<\/h3>\t\t\t\t
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In our blog<\/span> Employee Communication Skill Development and Onboarding Strategies<\/span><\/a>, we explore how learning systems with embedded support tools can lead to long-term perseverance. Our onboarding model uses this same framework, turning insight into impact.<\/span><\/p>\n

We know that during the first 90 days, even the best new hires second-guess their decisions. The TIGERS model supports them emotionally, behaviorally, and socially. Through weekly prompts and transparent coaching strategies, new hires are less likely to feel isolated. And they are more likely to persevere through the awkward phase of acclimating to new teams.<\/span><\/p>\n

Performance support tools, behavior development plans, and real-time feedback loops act as a buffer and booster. They prevent early disengagement and equip employees to rise.<\/span><\/p>\n

When onboarding builds resilience, your teams are more than ready. They\u2019re unstoppable.<\/span><\/p>\n

Polishing Leadership Skills Early<\/strong><\/p>\n

The TIGERS onboarding program isn't just for front-line employees. It prepares managers to lead new hires with empathy, stress-reducing techniques, and emotional intelligence.<\/span><\/p>\n

Drawing from<\/span> The Best Ways To Polish Your Leadership Skills<\/span><\/a>, we help managers show up more consistently and lead without micromanaging. The program includes structured conversation starters, coaching conversation frameworks, and stress-management practices to support leadership development in real time.<\/span><\/p>\n

When leaders model inclusive behaviors from day one, new employees learn what\u2019s expected\u2014not through policy, but through practice.<\/span><\/p>\n

What Onboarding Solves\u2014and Where It Fails<\/strong><\/p>\n

Too many onboarding programs fail because they frontload information and skip integration. According to<\/span> Onboarding Practices That Leave Employees Disengaged<\/span><\/a>, it\u2019s not the content that fails\u2014it's the delivery, timing, and follow-through.<\/span><\/p>\n

The TIGERS model solves this with:<\/span><\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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