Employee Engagement and the Psychological Contract
Description
Employees who are professionally and emotionally committed to an organization and a job often provide better service and go beyond the boundaries of their job descriptions to get the job done. At the same time, everyone has a psychological contract (PC) with your employer. It is not written anywhere, and it is often implicit or perhaps privately held, but we all know it when we “see” it. We know when we feel that we are in sync with our supervisor and our agency, and, conversely, when we are not. Those feelings represent actual impacts of the PC. Everyone believes that the agreement between the two parties is mutual. The PC is a means to achieve employee engagement.
Outline
Introduction of Program and Participants
Introduction: The Value of Employee Engagement
Part I: Employee Engagement and the Psychological Contract (PC)
Lesson 1: Defining and Measuring Employee Engagement
Lesson 2: Recognizing Disengaged Employees
Lesson 3: Promoting Employee Engagement
Part II: Understanding the PC
Lesson 4: What is a Contract?
Lesson 5: The Psychological Contract: Source of Expectations
Lesson 6: The Psychological Contract: Types of Expectations
Lesson 7: How Does the Psychological Contract Affect Engagement?
Part III: Managing the PC
Lesson 8: PCs: The Problem of Expectations
Lesson 9: Breach of PC
Lesson 10: The PC and Trigger Events
Lesson 11: Change the Conversation to Change the Relationship (and the PC)
Lesson 12: Tools to Support and Sustain the PC
Part IV: When I Return to Work
Lesson 13: Action Plan
Lesson 14: Letter to My Manager