Use SCARF to Better Engage with Staff
The SCARF model is being successfully used by business to enhance employee engagement in order to boost productivity, agility and operations within a business.
Within the context of employee engagement and the role of staff in business, each SCARF model elements can increase or reduce engagement in an interaction.
SCARF stands for Status, Certainty, Autonomy, Relatedness and Fairness. It is significant because it speaks to people development and the resources (internal and external) employees rely on to develop and work to their full potential.
Status looks at the relative importance of people or how individuals perceive their own worth in relation to other people.
Certainty is about reducing ambiguity. The brain seeks certainty in order to make predictions, it is natural to want to know what will happen.
Autonomy is about the ability to rely on oneself and the perception of having control over an environment.
Relatedness is about connection and a sense of belonging, while fairness is the perception of being treated fairly.
Not only does SCARF help decision makers develop an effective, sustainable employee management strategy, but it also assists employers enforce the strategy and measure the results.
How to practically apply the SCARF model?
Consider this model in its individual elements, Status, Certainty, Autonomy, Relatedness and Fairness.
Status, discuss the current state of the business with your employees in an open forum, invite their comments and input on your business strategy, this makes them feel valued.
Certainty, establish and communicate KPA’s and KPI’s this gives employees the certainty to know exactly what is expected of them.
Autonomy, give employees the freedom to think and act on their own, this may be as simple as just allowing flexible working hours.
Relatedness, make your employees feel like their part of something bigger and connect with their colleagues, this can be done by creating a comfortable space for employees to socialise, this can be a break room, somewhere employees can have a snack or even play games.
Fairness, this can be done by basing the decision to reward or to punish on objective and measurable factors instead of personal opinion and bias, a useful tool for fairness is conducting performance assessments against established KPA’s and KPI’s.
By applying this model, decision makers can attract, retain and maximise the investment in people.