Employee Engagement and the Psychological Contract


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. 


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