Research Backed Approaches to Leadership and Team Dynamics by Dr. Will Ramey, The Leadership Dr.
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Psychological Contract Fulfillment: Meeting our Team’s Expectation
When we lead people on our team, we have expectations. However, our team members also have expectations of us AND of the organization. This is known as psychological contract fulfillment. Have you ever worked for an organization and realized they are not coming through on their promises. Whether it be flexibility in schedules, monetary compensation, or even the team atmosphere. You have a feeling that this is NOT what you signed up for, then what? You become less engaged, more stressed, and start looking for a way out. What is that gap in unmet expectations and what is the result?
Today, we explore the profound impact of upholding the psychological contract, understanding its components, and leveraging it to foster trust, engagement, and success. Let’s see the landscape of psychological contract fulfillment and uncover strategies to create a harmonious and thriving work environment.
Understanding Psychological Contract Fulfillment: The Unseen Commitment
The psychological contract is an unwritten agreement that outlines the mutual expectations and obligations between employees and employers. Fulfilling this contract is essential for building trust, motivation, and a sense of belonging within the team. Research supports that when psychological contract fulfillment is high among team members positive relationships between trust, mutual supportive behaviors, a team effectiveness are strengthened.
Exploring the Components of Psychological Contract Fulfillment
As a leader you are representation of the organization. It’s important that you understand your team will look to you to come through on promises and commitments made by the organization. These come in two forms:
Promised Expectations: These are the explicit commitments made by the organization to its employees, such as compensation, job security, and career advancement opportunities.
Implied Expectations: These are the unspoken, implicit expectations that arise from workplace culture, norms, and interactions. They include respect, recognition, and a supportive work environment.
Strategies for Psychological Contract Fulfillment
Open Communication: Regularly engage in transparent conversations with team members to understand their expectations and concerns. Address any discrepancies to ensure alignment.
Fairness and Equity: Ensure that promises made to employees are fulfilled. Fair treatment, equitable opportunities, and consistent policies are crucial for maintaining trust.
Recognition and Appreciation: Acknowledge and celebrate the contributions of team members. Recognize their efforts in alignment with both promised and implied expectations.
Professional Development: Offer opportunities for skill enhancement and career growth. Fulfilling promises related to training and development can boost employee loyalty.
Work-Life Balance: Respect employees’ need for work-life balance. Addressing implied expectations regarding a supportive and flexible work environment enhances job satisfaction.
Benefits of Psychological Contract Fulfillment
If you and the leadership team across the organization get this right, there can be long lasting benefits. Research has found support for positive outcomes from high levels of psychological contract fulfillment.
Enhanced Employee Engagement: Fulfilling both promised and implied expectations fosters a sense of commitment, leading to higher engagement and productivity.
Improved Retention: When employees feel their expectations are met, they are more likely to remain loyal to the organization, reducing turnover.
Positive Organizational Culture: A culture built on trust and psychological contract fulfillment promotes collaboration, innovation, and a positive workplace atmosphere.
Strengthened Employer Brand: Organizations that consistently uphold the psychological contract are seen as trustworthy and attractive employers.
Cultivating Trust Through Fulfillment
Trust is a foundational element of positive team effectiveness and performance. Trust starts with staying true to your word and delivering on your promises. By aligning promised and implied expectations, we foster an environment of trust, engagement, and mutual respect. Through open communication, fairness, recognition, professional development, and work-life balance, we can uphold the psychological contract and lead our teams to unparalleled success.
As we fulfill our commitments to our team members, we create a powerful foundation for a workplace defined by collaboration, loyalty, and growth. Together, we will cultivate a culture where trust flourishes, and our teams thrive in an atmosphere of mutual respect and shared achievement.
Check out my TEDxTalk about how shared leadership saved my life: Dr. Will Ramey Delivers TEDx Talk on Shared Leadership
Let’s Work Together:
Looking for a personal coach to help you strengthen your self-awareness and navigate leading people? Let’s talk! Connect with me on LinkedIn Dr. William Ramey | LinkedIn
Interested in having me facilitate a leadership or team development workshop for your organization? Reach out or checkout my website: Will Ramey Leadership & Team Dynamic Workshop
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