Relationships between employees and employers can make all the difference when it comes to employee performance. These relationships are often hard to navigate, especially when both parties are unsure of the expectations of the other.

While some organizations may have a system to ensure employees and their leaders are on the same page regarding the kinds of resources they can expect from one another, many organizations do not. Unmet employee expectations can result in serious behavioral consequences, such as more days missed from work, less productivity while at work, and greater intentions to leave the organization.

While employee-employer relationships can be looked at from a number of angles, this eGuide covers the psychological contract as a potential tool for understanding employee expectations and perceived obligations.

Our eGuide, Employee-Employer Relationships: Fulfilling the Psychological Contract through Leadership, provides answers and elaboration on the following questions:

  • What is a psychological contract?
  • How are they developed?
  • Why do psychological contracts matter?
  • What happens if expectations are not met?
  • How can leaders influence the psychological contract?
  • What products or services can SIGMA offer to help an organization take psychological contacts into consideration?

Complete the contact form to access our eGuide on Employee-Employer Relationships: Fulfilling the Psychological Contract through Leadership.