Melanie Richens: The 5 ingredient recipe for a good day at work

Much has been written about how to avoid stress and burnout at work and how to manage the causes and symptoms of stress and anxiety.  In this article, we are suggesting a paradigm shift towards focussing on what makes a good day at work rather than focussing on problems.

When we feel good we are naturally more motivated to do more and achieve more. This is at the heart of the notion that a happy workforce is a productive workforce; it truly is a win-win situation.

How can we create workplaces that enable people to feel good?

In today’s fast-paced and ever-evolving work environment, leaders are constantly seeking effective strategies to enhance employee well-being and foster a positive workplace culture. One powerful tool that has gained significant attention is David Rock’s SCARF model. Developed in 2008, the SCARF model provides a neuroscience-based framework that helps leaders understand and address the social needs of their employees. By focusing on five key domains—Status, Certainty, Autonomy, Relatedness, and Fairness—leaders can create an environment that promotes well-being, engagement, and productivity.

The SCARF model is built on the premise that human behaviour is largely driven by the desire to maximise rewards and minimise threats. These rewards and threats are not just physical but also social in nature. The five domains of the SCARF model represent the primary social drivers that influence our behaviour and emotions in the workplace:

Status

Status is driven by comparison. Promoting someone will raise their status by enabling them to compare themselves favourably to others, but this is not always possible, or indeed wise, if we are promoting someone beyond their skill level.

Comparing our own performance today with that of yesterday, last week or last year also raises our status – it makes us feel good about ourselves. We are like the athlete feeling good at the end of a race (or even in a training session) when they have beaten their own personal best. This is where offering opportunities for learning and development can be particularly useful because we get a sense of bettering ourselves.

Practical ways to enhance status:

• Recognition and Praise: Regularly acknowledge and celebrate employees’ achievements and contributions. This can be done through public recognition, awards, or simple verbal praise.
• Opportunities for Growth: Provide opportunities for professional development and career advancement. This not only enhances an individual’s status but also motivates them to perform better.
• Inclusive Decision-Making: Involve employees in decision-making processes. When employees feel their opinions are valued, their sense of status within the organization increases.

Certainty

When our surroundings, or the task we are undertaking is familiar and predictable we can effectively operate on “autopilot” and it feels easy and effortless.  As soon as an unknown or uncertain variable is introduced this produces an error response in our brain and can lead to stress and anxiety

Any kind of change in the workplace generates uncertainty.  Having a clear plan, breaking it down into small steps and setting clear expectations about what will happen and when will create clarity and therefore certainty.

Even day-to-day activities can be managed to promote certainty – as simple as agreeing at the outset how long a meeting will take, or being clear about the objectives of a discussion at the outset. When we have a sense of certainty we can relax and fully engage in whatever we are doing.

Practical steps to increase certainty:

• Clear Communication: Ensure that communication is transparent and consistent. Regular updates about company goals, changes, and expectations can reduce uncertainty.
• Structured Processes: Implement clear and structured processes for tasks and projects. This helps employees understand what is expected of them and reduces ambiguity.
• Future Planning: Share long-term plans and strategies with employees. Knowing the direction in which the company is heading can provide a sense of stability and certainty.

Autonomy

Autonomy is our sense of control over our own actions and decisions. Greater autonomy leads to higher motivation and job satisfaction. Autonomy is the freedom employees often crave. It’s like being given a blank canvas to paint your masterpiece.

When leaders and managers adopt a coaching style, encouraging collaboration and involvement in decision making and allowing team members to organise themselves (within clear parameters), the result will be an increased sense of autonomy. When people have control over their work, they feel more engaged and responsible. Encouraging team members to take ownership of their projects can lead to creative solutions and a sense of pride in their work.

Ideas for promoting autonomy:

• Empowerment: Give employees the autonomy to make decisions related to their work. Trusting employees to manage their tasks fosters a sense of ownership and responsibility.
• Flexible Work Arrangements: Offer flexible work hours and remote work options. This allows employees to have control over their work-life balance.
• Encouraging Initiative: Encourage employees to take initiative and come up with innovative solutions. Providing the freedom to explore new ideas can boost creativity and job satisfaction.

Relatedness

As human beings we like to form tribes where we can experience a sense of belonging – after all “there is safety in numbers”. When we feel connected to others oxytocin is released which leads to greater affiliative behaviour and greater collaboration.

Methods for fostering relatedness:

• Team Building Activities: Organize team-building activities and social events to strengthen relationships among employees. A sense of camaraderie enhances relatedness.
• Mentorship Programs: Implement mentorship programs where experienced employees can guide and support newer team members. This creates a sense of belonging and support.
• Open Door Policy: Encourage open communication between employees and leadership. When employees feel they can approach their leaders with concerns or ideas, it fosters a sense of connection.

Fairness

Fairness in the workplace is crucial. When employees believe that they are treated justly, trust flourishes. Establishing clear policies and being transparent about decisions can foster a sense of fairness and promote loyalty among staff.

Practical steps to ensure fairness:

• Transparent Policies: Ensure that company policies and procedures are transparent and consistently applied. This helps in building trust and a perception of fairness.
• Equal Opportunities: Provide equal opportunities for all employees, regardless of their background or position. Fair treatment promotes a positive work environment.
• Feedback Mechanisms: Implement mechanisms for employees to provide feedback and voice their concerns. Addressing issues promptly and fairly demonstrates a commitment to fairness.

Benefits of knowing the recipe

When leaders effectively apply the SCARF model, the impact on employee well-being can be profound. Employees who feel valued, secure, autonomous, connected, and fairly treated are more likely to experience higher levels of job satisfaction and engagement. This, in turn, leads to numerous benefits for the organisation, including, increased productivity, reduced turnover, and a positive workplace culture.

So, why not start today? Engage with your team and see how small adjustments can spark big changes to create that win-win situation.