OE Cam regularly writes for national publications on topics related to Organisation Development and Talent Management.
On 29th November 2021, HRZone published an article by Julie Brophy, Principal Consultant in OE Cam’s OD Team.
Julie suggested that over the course of the Pandemic, the shifting expectations of employees and cultural change within organisations may have broken the old psychological contract. But what does this mean? And what can HR leaders do about it?
… as many surveys are beginning to show, being able to work in a hybrid pattern is a way of working that the majority of employees are looking to continue. With changes to the organisation culture and shifting expectations of employees there is a risk that the psychological contract will be broken. But what does this mean? And what can HR leaders do about it?
As remote workers tentatively start to return to shared working environments, we will begin to see the real impact lockdown has had on organisation culture and whether there has been a significant change in the expectations employees have of their employer (and vice-versa).
With so little information to guide us, the hybrid approach that organisations implement is unlikely to be right first time. This is especially true with the psychological contract as so much of it is unarticulated and people may not even realise what their expectations are – until they are not met. But if the psychological contract is unwritten and intangible, how can it be re-negotiated?
In this article, Julie shares a number of ideas for leaders & managers to consider. To read the full article, visit the HRZone website: https://www.hrzone.com/lead/culture/great-expectations-does-the-psychological-contract-still-work
Contact Julie Brophy for more information: julie.brophy@oecam.com