FACTORS of the
Psychological
Contract

EMOTIONALFACTORS

Work Climate - Loyalty & Trust - Identification

The atmosphere in the team, interpersonal relationships, the certainty of being in good hands and personally appreciated, the commitment to the company's values and goals, and the feeling of doing a meaningful job.

HIGH RELEVANCE: Emotionally oriented employees need stability and support in their interpersonal relationships and also want to identify with the company itself. They are very loyal to their colleagues, but also to their employer. A positive atmosphere and shared goals give them strength, but they are also susceptible to disagreements, which usually has an immediate impact on their performance.

LOW RELEVANCE: When emotional characteristics are low, employee performance is largely independent of the social environment at work, with objective factors playing a greater role. These employees are emotionally stable and do not get thrown off track easily.

GROWTHFACTORS

Work Content - Participation - Development

Work content, future prospects, the will and the opportunity to contribute, deepen and expand one's own skills within the company.

HIGH RELEVANCE: Growth-oriented employees have high intrinsic motivation and show initiative to achieve goals. They want to get involved and grow with the company. However, if there are no challenges and opportunities to contribute, sooner or later they will start looking for a more inspiring environment where they can develop further.

LOW RELEVANCE: If employees are not growth-oriented, it means they have little ambition to advance and climb the career ladder. They are unlikely to be enthusiastic about opportunities for professional or personal development.

ALFACTORS

Job Security - Remuneration - Working Conditions

Measurable advantages over other employers, the "hard facts": work environment and materials, economic stability, salary and time management

HIGH RELEVANCE: Calculation-oriented employees attach great importance to the framework conditions in order to be able to perform at full capacity on the job. The calculative factor is the easiest for the employer to control: Flexible working hours, a pleasant atmosphere, benefits for special achievements, ... and your employees are top motivated. However, material and monetary incentives are generally less sustainable than emotional and immaterial factors.

LOW RELEVANCE: Low expression in the calculative indicates that employees are very resilient when it comes to working hours and salary and cope well with all adversities. Idealistic factors are much more important to them.