Breaking down the 5 SCARF needs

The SCARF model describes 5 social needs that guide how people react at work. When these needs are supported, people feel safe and motivated. When they are threatened, stress and resistance appear.

• Status is about feeling respected and seen as capable. Even small signs of recognition can boost confidence and engagement.
• Certainty is about knowing what to expect. Clear goals and regular updates reduce confusion and help people stay focused.
• Autonomy is the sense of having control. When people can make choices and share opinions, they feel more responsible for results.
• Relatedness is about trust and belonging. A friendly and supportive environment encourages people to cooperate and share ideas.
• Fairness is the belief that decisions are just and transparent. When people trust the process, they are more likely to accept outcomes.

By understanding these 5 needs, teams can predict how stakeholders might respond to change. Meeting these needs does not remove all conflict, but it builds the trust and openness needed to solve problems together.^[1]