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The Psychological Contract: Signs that it is Breaking and what to do about it
- Definition & Nature of the Psychological Contract
- Unwritten Expectations
- Dynamic and Subjective
- Reciprocity
- Psychological Contract Breach & Violation
- Breach of contract
- Violations of the contract
- Consequences of a breach
Overview of the webinar
Repairing a broken psychological contract is as simple (and as complex) as rebuilding a relationship with someone to regain their trust. Companies can start to regain trust by looking for other ways to meet employee expectations, setting more realistic expectations, or explaining – calmly, clearly, logically, and with empathy – why things have changed. Most importantly, companies can put initiatives in place that really help them listen to their employees and then find ways to address their concerns.
First, though, we must look for signs that the contract is breaking or has broken. These signs include:
- Salary or promotion expectations are not met
- Their line managers are not communicating clearly, given them career opportunities or advice, or are just not good to work for (the adage – people don’t leave companies, they leave managers – is true, particularly when it comes to violating psychological contracts!)
- They feel overworked or underappreciated
- Their ideas are not considered, or they are not listened to
- The company does something wrong, performs well, disappoints employees, does not meet performance goals (or various other situations), and does not communicate the reasons with compassion, understanding, and sincerity
- People are promoted and colleagues do not understand why they were chosen
- Redundancies take place
- Salaries are cut
- Benefits are cut
- Changes happen that make employees feel uncomfortable
Who should attend?
- CEO
- Senior Vice President
- Vice President
- Executive Director
- Managing Director
- Regional Vice President
- Area Supervisor
- Manager
- HR
Why should you attend?
The psychological contract is an agreement, unwritten but understood, that outlines the expectations, beliefs, ambitions, and obligations that characterize the relationship between employer and employee.
From day one, it influences how employees behave. And, it’s built on the actions that everyone at the company takes, therefore it is a fundamental part of an organizational culture.
Even though it does not technically exist, the psychological contract is still incredibly important and impactful. That is because, even though it cannot be seen or touched, it can be felt.
In many parts of the world, when an employee joins the firm they sign an employment contract that determines the conditions of their employment. This will typically stipulate their pay while covering their rights, responsibilities, duties, and employment conditions while they are working.
A psychological contract, on the other hand, is never in writing. That means that it does not cover the essentials of employment, but the feelings that influence employment.
There are “signs” that indicate the contract is breaking or has been broken. This webinar will examine those signs and, more importantly, how to either prevent the contract from breaking or repair it once it has been broken.
Faculty - Dr.Greg Chartier, SPHR, GPHR, SCP
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource programs, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce the company mission, vision, values, and culture and the content is practical for team leaders, managers, supervisors and executives alike.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.