Index
Onboarding Group
Onboarding: Getting New Hires off to a Flying Start
ISBN: 978-1-78769-582-5, eISBN: 978-1-78769-581-8
Publication date: 21 January 2019
This content is currently only available as a PDF
Citation
Harpelund, C. (2019), "Index", Onboarding: Getting New Hires off to a Flying Start, Emerald Publishing Limited, Leeds, pp. 259-263. https://doi.org/10.1108/978-1-78769-581-820191015
Publisher
:Emerald Publishing Limited
Copyright © 2019 Emerald Publishing Limited
INDEX
Note: Boldface page numbers refer to tables; italic page numbers refer to figures; page numbers followed by “n” denote endnotes
Aberdeen Group
, 23n7, 175n40
activities management
, 184–185
activity matrix
, 182, 183
administrative resources
, 232–233
affection dimension
, 108–113
affiliative leadership
, 228–229
Alibaba company
, 135, 172n1
Allied Workforce Mobility Survey
, 4n1
alumni network
, 113
American public authority
, 98
American Stock Exchange
, 135
appreciative inquiry approach
, 174n34
The Art of Action (Bungay)
, 85n22
assistant training
, 174n27
Australian company
, 157
autonomy, good onboarding
, 52
autopoiesis
, 176n58
baby boomers (1946–1960)
, 222
best-in-class organisations
, 23n1, 23n4, 25n21
best-practice solutions, for onboarding resources
, 211, 212
bumper bowling
, 163, 163–164
CCO
, see chief compliance officer (CCO)
Center for Creative Leadership
, 173n24
chief compliance officer (CCO)
, 241n19
coaching leadership
, 230–231
coach of competences
, 238
code-debt
, 118–119, 132n48
code word
, 2
collaboration dimension
, 27, 113–114, 114, 181
baby boomers
, 222
connection ambitions
, 126–127, 127
consultant
, 115–116
cross-functional necessities
, 124–125
dynamics
, 116, 116–117
dysfunctional
, 119–120
first 30 days
, 196
generation X
, 223
generation Y
, 224
IT debts
, 118–119
onboarding period
, 194
organisational silos
, 121–124, 122
potential challenges
, 121
within team
, 114–115
team pendulum
, 117, 117–118
tribal leadership
, 125, 125–126
collaboration guardian
, 237–238
collaborative culture
, 84n5
comfort zone
, 44n6
commanding leadership
, 227–228
communication department
, 38
communities of practice
, 172n3, 172n6, 174n27, 205n12
compensation management
, 175n38
competence dimension
, 138–139, 140, 141–142, 174n35, 181
baby boomers
, 222
career development
, 156–158
coach role
, 153–154, 154, 174n32
definition of
, 55n10
first 30 days
, 196–197
formal requirements
, 146
generation X
, 223
generation Y
, 224
IT systems
, 151
learning
, 146–147, 150
markets
, 142–143
mentoring
, 152, 152–153, 174n29
new hire, in right way
, 148
onboarding period
, 195
organisation’s jargon
, 145
peer learning
, 151–152
personal development dialogues
, 155–156
playpen
, 149–150
positive psychology
, 155
processes and systems
, 143–144
products
, 143
reveal internal development opportunities
, 157–158
roles
, 144–145, 172n8
talent development
, 147–148
zone of proximal development
, 148–149, 149
compliance officers
, 235, 236
connection track
, 51, 218–219, see also thinking/feeling dimension (TF dimension)
collaboration
, see collaboration dimension
complete silence
, 90–91
networks
, see network dimension
overview of
, 89–90
resources for
, 91–93
Coordinated Management of Meaning theory
, 85n15
critical periods
, 189, 189–190
first day, on job
, 192–194, 199
first 30 days
, 195–196
pre-boarding
, 190–191, 199
three-month period (90 days)
, 197–201, 200, 206n17
cross boarding
, 157
culturalisation process
, 5n5
culture dimension
, 50, 61, 84n5, 181
baby boomers
, 222
bummer experience
, 70
feel welcome
, 68–69
first 30 days
, 195–196, 200
fitting experience
, 70–71
forming ambitions
, 82–83, 83
forms employees
, 59–61
future
, 65–67
generation X
, 223
generation Y
, 223
hedging
, 86n34
leader must know
, 71–72
meaningfulness
, 64
meeting director
, 69–70
onboarding period
, 194
past
, 64–65
playing dialogue game
, 72–73, 74
present
, 67
rules and
, 82
sense of purpose
, 62, 63
start with why
, 62–64
wow effect
, 68
Danish companies
, 130n27, 169, 210
Danish educational institution
, 80, 101
democratic leadership
, 229–230
digital onboarding portals
, 184–185
Disney’s mission
, 65
‘do as I say’ approach
, 227
‘do what the system says’ approach.
, 227
Drive (Pink)
, 54n3
dysfunctional collaboration
, 119–120
EI dimension
, see extrovert/introvert (EI) dimension
Ernst & Young
, 128n3
evaluative-experiencing preference
, 241n15
exclusion phase
, 39
extroverted people
, 215–216
extrovert/introvert (EI) dimension
, 215–216, 217, 241n10
Facebook
, 103, 130n28
Fernandez-Araoz, Claudio
, 147, 173n19
Finance Department
, 3
FIRO-B tool
, 128n7
first day, on job
, 192–194, 199
first 30 days, on job
, 195–196
forming track dimension
, 216–218
Gallup’s Q12-employer engagement survey
, 23n2
gamification
, 185–186, 205n3
generation X (1961–1980)
, 223
generation Y (1981–2000)
, 55n5, 223–224
Gladwell, Malcolm
, 105
Glasl, Friedrich
, 132n54
Global Onboarding Index©
, 19, 21, 21
global organisations, onboarding in
, 244–245
Gmail
, 108, 131n35
The golden circle
, 85n14
Goleman, Daniel
, 225, 241n17
good onboarding
, 49–50, 50
autonomy
, 52
avoid problematising
, 53–54
contradictions in
, 53
mastery
, 52–53
meaning
, 51–52
psychology of
, 50–51, 54n4
Google
, 108–110, 131n35, 131n36, 131n39
Google Code
, 81, 87n46
guardian of collaboration
, 237–238
Harvard Business Review (Fernandez-Araoz)
, 147, 173n19
high performer motivation
, 136–137, 137
Honda
, 66
honeymoon effect
, 19–20, 20
HR management systems
, 4n2, 10–12, 173n18, 173n26, 246
IBM
, 86n25, 103, 130n31, 206n15
inclusion dimension
buddy
, 99–101, 100
closest boss
, 98–99
contact meetings
, 97–98
knowledge-based network
, 102–103
new hire knows someone
, 96, 96–97
social network
, 102–104
team-onboarding
, 101
top leaders
, 99
trialogues
, 102
virtual handshake
, 102
incorporation phase
, 39
individual-oriented onboarding
, 45n11, 206n23
influence dimension
, 104–108
information activities
, 183
interim new hires
, 247, 249n11
IT systems
, 103, 118–119, 151, 184
judging/perceiving dimension (JP-dimension)
, 220–221, 221
knowledge-based network
, 95, 106–107
leadership resources
, 210, 224
affiliative
, 228–229
coaching
, 230–231
commanding
, 227–228
democratic
, 229–230
pacesetting
, 231
styles of
, 225, 225–226
visionary
, 226–227
Leading: learning from life and my years at Manchester United (Ferguson)
, 89
LeadingTeamPerformanceChart (LTPC)
, 132n47
liminal phase
, 39
LinkedIn
, 103
LTPC
, see LeadingTeamPerformanceChart (LTPC)
managers onboarding
, 243–244
mastery, good onboarding
, 52–53
matrix organisations
, 98, 130n21
Maturana, Humberto
, 166, 176n58
MBTI
, see Myers–Briggs type indicator (MBTI)
medium-sized carpentry company
, 73
Microsoft
, 174n29
Moment Professionals
, 172n4
motivation
, 4, 28, 28–30
accompanied by other feelings
, 30
bag boys to engineers
, 34
level of doubt
, 31–32
nervousness
, 31
‘not-communicate,’
, 33–34
organisation’s readiness affects
, 32, 32–33
and tension
, 31
‘My Coach Makes Me Reflect’
, 153–154, 154
Myers–Briggs type indicator (MBTI)
, 214, 215, 241n7, 241n9
‘My Mentor Pushes Me’
, 152, 152–153
‘My Neighbour Helps Me’
, 151
‘My Portal Guides Me’
, 151
narrative psychology
, 206n20
network dimension
, 94, 95, 128n6, 181
baby boomers
, 222
buddy role
, 235–237
collaboration
, 93
first 30 days
, 196
generation X
, 223
generation Y
, 223
knowledge-based
, 95
onboarding period
, 194
organisation
, 93
social
, 95–96
vertical
, 95
work
, 95–96
new hire appraisals
, 155–156
new hire commitment
, 2
Nike
, 65–66
Noogle
, 109–110
onboarding, definition of
, 9
Onboarding Dialogue©
, 44n2, 186–187, 187, 205n5
Onboarding Group
, 3, 24n14, 25n23, 44n2, 44n4, 186, 204n1, 240n2
Onboarding Index©
, 25n23, 44n2, 187, 195, 205n6
onboarding management systems
, 151
The onboarding margin
, 129n14
Onboarding Model©
, 179–181, 180, 204n1
onboarding programmes
, 2–3, 5n9, 14–15
across-company differences
, 21
contented new hires
, 22
honeymoon effect
, 19–20, 20
for managers
, 244
pre-boarding phase
, 15–16
reduced meeting times
, 17
retention of new hires
, 22
smart onboarding design
, 15
time-to-performance
, 17–19, 18
Onboarding Readiness©
, 130n27, 211, 240n2
onboarding resources
, 209, 209, 231–232
administrative resources
, 232–233
best-practice solutions for
, 211, 212
extrovert/introvert dimension
, 215–216
knowledge, structures and competences
, 233, 234
organisation
, 210, 224, 240
personal resources
, 209, 212–213
personified
, see personified onboarding resources
proactivity
, 213–214
public organisation
, 207
readiness regarding
, 210, 211
supervisor
, 208
Onboarding Roadmap©
, 188, 188–189
onboarding SWAG
, 69
organisational silos
, 121–124, 122, 132n54
organisational socialisation
, 10, 23n1, 23n3
orientation programmes
, 9
output activities
, 184
pacesetting leadership
, 231
packaging design
, 201–202, 202
PDD
, see personal development dialogues (PDD)
peer learning
, 151–152
performance culture
, 84n5
performance dimension
, 181
baby boomers
, 222
first 30 days
, 197
generation X
, 223
generation Y
, 224
onboarding period
, 195
performance experience
, 138–139, 176n62
change at cellular level
, 166, 166–167
clear about expectations
, 168–169
connecting dots
, 167–168, 168
emotions
, 161–164
feedback on
, 169–170, 176n63
management
, 169
ramp-up period
, 170
self-efficacy
, 158–161, 159, 175n46
personal development dialogues (PDD)
, 155–156
personal resources
, 209, 212–213
personified onboarding resources
coach of competences
, 238
compliance officers
, 235, 236
‘grand old man/woman,’
, 234–235
guardian of collaboration
, 237–238
mentor of performance
, 238–239
network’s buddy
, 235–237
Pink, Daniel H.
, 51–54, 54n3, 61, 75, 79, 90
positive psychology
, 174n34
power
, 77
pre-boarding phase
, 4n3, 15–16, 190–191, 199
Psychological Types (Jung)
, 241
psychology, of good onboarding
, 50–51, 54n4
public organisation
, 207
ramp-up period
, 170
recruitment
, 1, 12
retaining new hires
, 13, 13–14
rhythms, of support activities
, 188
rules dimension
, 50, 61, 73, 78–79, 181
baby boomers
, 222
comply with
, 80–82
and culture
, 82
demotivate
, 75, 75–76
exercise power
, 76–77
first 30 days
, 196
forming ambitions
, 82–83, 83
generation X
, 223
generation Y
, 223
motivation
, 77–78
onboarding period
, 194
provide pride and value
, 80
‘watch my back,’
, 79–80
scenario-based training
, 87n47
self-determination theory (SDT)
, 55n8, 55n10
sensing/intuition dimension (SN-dimension)
, 216–218, 218, 241n11
Sinek, Simon
, 62, 85n14, 173n14
Sioux Indians
, 41
SN-dimension
, see sensing/intuition dimension (SN-dimension)
social network
, 95–96, 102–104, 106
SOP
, see standard operating procedure (SOP)
S⊘rensen, Kathrine Solgaard
, 86n34
The stadium parable
, 129n13
stakeholder maps
, 105
standard/individually designed onboarding
, 203
standard operating procedure (SOP)
, 86n35
start-up companies, onboarding in
, 246–247
Start with why (Sinek)
, 62
StrengthsFinder
, 110–111, 131n41
Str⊘bæk, Pernille S.
, 112, 131n42
succession management
, 175n38
support activities
, 183
talent management technology
, 175n38
teaching activities
, 183
telemarketing company
, 149–150
Texas Instruments
, 24n18
thinking/feeling dimension (TF dimension)
, 218–220, 219, 241n13
three-month period (90 days)
, 197–201, 200, 206n17
time-to-performance
, 17–19, 18, 24n17, 25n20
TNS Gallup
, 97, 109, 129n15, 131n38
transitional process
, 28, 38–44, 39
trialogues
, 102, 130n26
tribal leadership
, 133n59
Tribal Leadership (Logan, King and Fischer-Wright)
, 126
Trivial business
, 85n19
unfolding track
, 51, 220–221, see also judging/perceiving dimension (JP-dimension)
ambitions of
, 171, 171–172
competences
, see competence dimension
development
, 136–138, 137
expectations
, 139–140
overview of
, 135–136
performance
, see performance experience
value of new hire
, 28, 34–35, 35
check-list mentality
, 36–37
demonstrate their capabilities
, 37–38
focus on organisation
, 35–36
van Gennep, Arnold
, 45n14
vertical network
, 95, 96
virtual organisations, onboarding in
, 245–246
visionary leadership
, 226–227
welcome activities
, 182
Wipro
, 45n11
Workforce Mobility Survey (2013)
, 5n13
workforce planning
, 175n38
work network
, 95–96
Zappos
, 22, 25n25, 71, 86n32
zone of proximal development
, 148–149, 149, 173n21
- Prelims
- Introduction
- Part One – Takeoff
- 1. Why Invest in Onboarding?
- 2. An Onboarding Mindset
- Part Two – In the Air
- 3. How Do I Create ‘Good’ Onboarding?
- 4. The Forming Track
- 5. The Connection Track
- 6. The Unfolding Track
- Part Three – Landing
- 7. Onboarding Design: How to Do Onboardingin Practice?
- 8. Onboarding Resources: What Do We Need?
- 9. Onboarding Specials: Where Do We Need Something Special?
- Bibliography
- Index