What The Research Shows
Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee retention, job satisfaction and job commitment. Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.
The Ever Changing Workplace
In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life. Employees now face much more uncertainty in the workplace. In today’s fast-paced, uncertain, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.
The Work Expectations Profile provides a method for employers and employees to establish a process for identifying, understanding and managing work expectations.
When employees are encouraged to openly discuss their expectations and make updates to their unspoken psychological contract, working relationships become more effective. Research shows that the key to managing expectations is that they be spoken.
Even if an employee’s expectations are not met, having the opportunity to learn why can decrease or eliminate the negative consequences for both the employee and the organization. The process of helping employees become aware of and communicate their expectations is clearly linked to improved attitude toward work, increased productivity, job satisfaction and reduced turnover. The Work Expectations Profile is key to this process.