In this piece, we advocate a broader conceptualization of the psychological contract to incorporate a more comprehensive understanding of its characteristics and evolution over time. We provide an alternative conceptualization in order to sustain the PC by management practices from an accompaniment stance. Typically, the psychological contract is assessed by examining idiosyncratic information that carries particular meaning for either party, as well as standard information that is generalizable to a larger population. Traditional Western ideologies and methods of thought regarding the workplace relationship often focus on outcomes, or are caught up in defining the specific duties that each party has to the other. Here, we argue that this assessment must acknowledge that the information is not always defined by a specific event or action.