October 05, 2022

Psychological contract: Extend life in the workplace

Workplace experts reminded that you should be cautious in choosing a unit and position, and signing a contract! In addition to signing our common “labor contract”, there is also a little-known “psychological contract”. The psychological contract is neglected in the job search, and it will be blind. Signing a contract brings workplace losses.

“What can unite individuals and enterprises for a long time is the degree of sharing of missions between individuals and enterprises.” American management master Drucker concluded. In fact, the degree of this sharing is the psychological contract between the individual and the enterprise, just as the marriage certificate is only a proof of the legal relationship between the husband and wife, and the two sides can live together for a lifetime, and the relationship of both parties and the common life goal after marriage are needed to maintain.

1. Familiar with company operations before employment

Some college students have already quit their jobs because they neglected the psychological contract when they were employed, or encountered the imbalance of the contract with the enterprise. In this regard, Wu Jiamin analyzed that although most of the classmates have good salaries, they who did not hesitate to choose to change jobs all invariably sigh afterwards: This company is not what they imagined!

2. Misunderstanding of corporate culture

These deviations appear at most in the mismatch between corporate culture and personal personality. People who are arrogant and accustomed to their own way go to a hierarchical enterprise and feel that they are not respected, while creative people are bound by the company’s rules and regulations. Inadequacy to the working environment is the second major reason for resignation. When I graduated, I was blindly looking for a guaranteed unit, but after I entered, I found that the excessively leisurely and comfortable work was completely inconsistent with the original intention of young people to be aggressive.

“The reason for salary and benefits is put in the second place. When some students sign the contract, they only agree on salary and other things, but the deeper things that are expected from the position and work in the real inner consciousness are not involved at all.

3. Psychological contract is more important than recruitment contract

Usually, to join a company, you have to sign a recruitment contract with the company, but this is only an institutionalized and standardized contract that only restricts the labor relationship between the two parties. “The characteristics of the labor relationship and the limitations of the labor contract itself make it impossible for the recruitment contract to regulate the entire content of the labor relationship. Both employers and employers have a series of subtle and implicit expectations of each other. We call this expectation a’psychological contract’, namely Psychological contract.”

Psychological contract is a kind of subjective psychological agreement of laborers to intangible psychology. It is a psychological bond between individuals and enterprises. It affects a person’s job satisfaction, participation, identity, and accomplishment. It is even more meaningful than recruitment. Once the psychological contract is violated, it will directly lead to the dissolution of the employment relationship.

4. Individual: draw up a “psychological contract” before signing the contract

The psychological contract between employees and the company should include the following aspects: a good working environment and the relationship between colleagues, the consistency of work tasks and professional orientation, safety and belonging, reasonable increase in benefits and income compensation, opportunities for training and development, Promotion, respect and fair treatment, value recognition, etc. “The more employees understand themselves, the more they understand the company, and the more they fit together, in order to achieve real hand in hand.”

Reasonable job seekers should know how to conduct scientific career positioning and planning. They must conduct scientific positioning and planning on the basis of careful analysis of their career tendencies, abilities, experience, and industry, including career planning. Blinded by high salaries. To find out what intangible resources you want to support? What kind of work can bring a sense of value and accomplishment? What kind of belonging?

Employees can’t just imagine what the company is like with their enthusiasm or wishful thinking. They must inspect the company from multiple parties. “The company can be inspected in detail through a variety of channels and channels, such as the company website, media, internal employees, former employees, Partners, competitors, etc. The content of the inspection includes industry prospects, business operating conditions, development prospects, corporate culture, systems, corporate human resource management and development, and personal and corporate career matching.”

5. Enterprise: try to meet the psychological expectations of employees

In recruitment, there are usually two stages to give employees the opportunity to fully understand themselves and the company, thereby completing the conclusion of the psychological contract.

The first stage is the period from the initiation of recruitment to the determination of the position of the new employee. In the past, the company used large-scale campus presentations to let the company’s senior leaders and leaders at all levels show up and share their career experiences, so that people who intend to join the team have a basic understanding of the company.

The second stage is half a year after the graduates determine their positions and enter the company. Invite graduates to participate in a series of activities customized for them, such as inviting new employees to the company to get to know and understand each other.

After that, they will also be arranged one-to-one with old employees in the same department for one or two days of work follow-up and visits, so as to understand what kind of work content and environment they will be in after graduation, “In this event, Graduates can have personal experience, and then compare and measure whether the job is what they expected, so that their psychological expectations and reality can get a fit.”

For the staff recruited by the midway society, training and support will also be given to them. Generally, employees recruited by the society do not have the buffer period and training period before the graduation of fresh graduates. Generally, they will be hired soon after the position is determined. Therefore, they will develop a mentor plan for such “new employees” and assign one according to the wishes of the employees. The senior manager is his mentor and gives him long-term support in all aspects of his workplace and work. “The longest can last up to 10 years, and the workplace training held by the company every six months will continue to charge them and understand the company’s development. The latest knowledge required.”

In order to understand the psychological fit of employees to the company, the company will ask all employees to fill out a detailed feedback form every day during the one-week training when they enter the company. In March each year, a large-scale “employee opinion survey” will be conducted to provide detailed data and analysis materials for the management’s reference and improvement.