“Psychological contract” should be signed before employment
In September, the restful workplace will usher in a new round of “Golden Nine, Silver and Ten” job change climax, and many new graduates this year also began to change jobs prematurely due to psychological expectations and the actual situation of the unit.
Career experts reminded that you must be cautious when choosing units and positions, and be careful when signing a contract!
In addition to signing our common “labor contract”
, there is also a lesser-known “psychological contract”
. Ignoring the psychological contract in the job search will cause workplace loss due to blind signing.
”What keeps individuals and companies together for a long time is the degree to which they share their mission.
“American management guru Drucker concluded.
In fact, the extent of this sharing is the psychological contract between the individual and the company. Just as the marriage certificate is only a proof of the legal relationship between the husband and the wife, and the two parties can live together for a lifetime, they need both the relationship and the common life goal after marriage to maintain.
Ignore the psychological contract for employment. Familiar with the company’s operation before employment. In November 2006, senior student Wu Jiamin from Sun Yat-sen University received a call from an employee of a well-known foreign company. The defendant’s counterparty had been assigned by the company as her mentor.
In the following months, the two met, ate, and talked a lot about the company’s culture and business.
When she graduated to work, she had a good understanding of her job responsibilities, psychological expectations and career direction.
However, not everyone is as fortunate as Wu Jiamin. Some university classmates have already quit their jobs because they ignored the psychological contract when they were employed, or encountered an imbalance in the contract with the enterprise.
In this regard, Wu Jiamin analyzed that although most of the students are holding good salary, they did not hesitate to choose a job change and they all felt the same afterwards: this company is not like it imagined!
Cognitive bias in corporate culture: These discrepancies occur most often in the mismatch between corporate culture and individual personality.
Those who are arrogant and accustomed to their own behaviors go to companies with strict hierarchies and feel that they are not respected, while creative people are restrained by the company’s rules and regulations.
Inadequate work environment is the second most important reason for leaving. When you graduate, you blindly search for a secure unit, but you find that excessively idle and easy-going work is completely inconsistent with the original intention of young people.
”The reasons for salary and benefits are put in the second place. When some students sign a contract, they just agree on the salary and other things, and the true inner consciousness expecting deeper things from the position and work is not involved at all.
It’s all because everyone knew neither the company nor themselves.
“Wu Jiamin said.
心理合同比招聘合同更重要 今年7月加入广州市某知名民营企业集团的刘帅，准备到国庆节就辞职，“说实话，当初获应聘机会时我相当激动，能进入这样一个传闻中福利待遇A very good group company with huge development space is really lucky.
But over two months after joining the post, the reality is vastly different from the brilliant prospects outlined in Liu Shuai’s mind, without attractive treatment and benefits, and without comprehensive training.
The head of the company’s personnel department explained to them that we did not promise the benefits and benefits you imagined when we signed the contract.
”Although the treatment is good, I still can’t work happily and leave with dissatisfaction with the original company. Such cases widely exist among professionals, among which newcomers in the workplace perform better.
The neglect of the ‘psychological contract’ in job search is the main reason for this result.
Xu Gang, a senior consultant at Bermington Human Resources Management Consulting, pointed out.
Usually when joining a company, a recruitment contract must be signed with the company, but this is only an institutionalized and standardized contract, which only restricts the labor relationship between the two parties.
Xu Gang concluded that the psychological contract is a subjective psychological agreement of the laborer on the intangible psychology, and it is a psychological link between the individual and the enterprise. It affects a person’s job satisfaction, participation, identity, and achievement.
Even more substantive than hiring, once the psychological contract is violated, it will directly lead to the dissolution of the employment relationship.
Individuals: 拟 Develop a “psychological contract” before signing a contract. 靖 Cai Jing, a well-known foreign company training and recruitment manager in Greater China, believes that the psychological contract between employees and enterprises should include the following aspects: a good working environment and relationship with colleagues, work tasks and career orientation.Consistency, security and belonging, reasonable increase in benefits and income, opportunities for training and development, promotion, respect and fair treatment, value recognition, etc.
“The more employees understand themselves and the company, the more they fit together in order to truly work together.
Cai Jing said that rational job seekers should understand scientific career positioning and planning, and based on careful analysis of their professional tendencies, abilities, experience and industry, scientific positioning and planning, including career planningDon’t be blinded by the high salary.
Find out what intangible resources you want to get?
What kind of work brings value and accomplishment?
What kind of ownership do you want?
Xu Gang added that employees can’t just imagine what the company looks like based on their brains or wishful thinking. They must inspect the company to be signed from multiple parties.Employees, former employees, partners, competitors, etc.
The inspection content includes industry prospects, business operating conditions, development prospects, corporate culture, systems, human resource management and development of the enterprise, and the degree of occupational matching between individuals and enterprises.
“Enterprise: Try to meet the psychological expectations of employees as much as possible” In recruitment, we usually give employees the opportunity to fully understand themselves and the company in two stages, thereby completing the conclusion of psychological contracts.
“Said Cai Jing.
The first stage is the period of initiation of recruitment to determine the position of new employees.In the past, the company used large-scale campus lectures to let senior management and status leaders present and share their workplace experience, so that people who want to join the team have a basic understanding of the company.
This year, Cai Jing found through internal investigations that in the previous job search process, employees usually considered their personal interests first, then determined which department was suitable for them, and finally decided which company they chose to enter.
In response to this phenomenon, they plan to increase the lectures of department managers based on previous university announcements, so that job seekers can understand the department work they are suitable for.
The second stage is within half a year after the graduate determines the position to enter the company.
Graduates usually determine their positions at the end of October. Although it is still more than half a year before they leave the campus, they are usually invited to participate in some activities customized for them, such as inviting new employees to the company to get to know each other.
After that, they will arrange one-to-one work following and visiting with old employees in the same department one-on-one, so as to understand what kind of work content and environment they will be in after graduating. “In this activity,Graduates can have a personal experience, so as to compare and anticipate whether the job is expected by themselves, so that their psychological expectations and reality are in harmony.
“” Training and support will also be given to staff recruited by midway society.
Cai Jing introduced that generally, the staff recruited by the society does not have the buffer period and the study period before graduating from the freshman. Generally, they will be recruited soon after the position is determined, so they will develop a mentor plan for some “new staff”Appoint a senior manager as his mentor according to employees’ expectations, and give him long-term support for all aspects of his workplace and work. “Long-term can last up to 10 years, and the company’s semi-annual antique workplace training will continue to let themCharge and learn the latest knowledge needed for company development.
“In order to understand the psychological fit of employees to the company, the company will ask them to fill out detailed feedback forms every day during the one-week training period when all employees join the company.
In March each year, a large-scale “employee opinion survey” will be conducted to make detailed data and analysis of various opinions and feedback from employees for reference and improvement.
“Employees have multiple channels to tell the company that the company and workplace life they expect is something, and our job is to try to meet and meet their psychological expectations.
“Cai Jing said.
Lawyer: Can complain about malicious deception of enterprises. “In reality, there are often companies that maliciously conceal their true situation during recruitment, creating a recruitment illusion completely inconsistent with their true situation, resulting in employees’ high psychological expectations of the enterprise, and finally psychological contract.Encountering malicious destruction.
Yang Guoping, a senior lawyer of Guangdong Shengbang Law Firm, reminded that in long-term labor contracts, any verbal commitments considered by the recruiter are deemed to have no legal effect, and it is recommended that job seekers do not easily believe that any negotiatedThe terms of the contract are clearly recorded in the labor contract, and in order to avoid pitfalls in the employment contract signed, it is best to entrust a lawyer to verify this.
“For soft promises for certain development prospects, it is recommended that job seekers seek verification from multiple sources, and do not blindly generate excessive expectations.
“If job seekers’ high psychological expectations are caused by false fabrications and malicious fraud, job seekers can go to the labor security supervision department to file a complaint. In serious cases, they can apply for labor arbitration.
Lawyer Yang Guoping introduced.