Social security in the workplace with the SCARF Model

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STARS – when the brain enjoys the job

Status · Clarity · Autonomy · Relationship · Rules of the game

STARS is a simple way to measure how everyday life felt at work – and why it affects performance. The model is based on modern brain research. When we experience clarity, fairness and belonging, the brain switches to reward mode: energy, focus and cooperation increase. In case of ambiguity or injustice, the brain's alarm center goes off, amygdala, on. It's an ancient mechanism: the risk of ending up outside the group is interpreted as a threat. Then we react more emotionally, become more defensive - and less smart in the moment.

Why STARS?

  • Translates the brain's social needs into concrete work behaviors.

  • Provides metrics that can be linked to leadership, sales and customer results.

  • Leads conversation from “opinion” to priority actions.

The five parts

Status – Do I feel important and respected?
Signal: recognition, feedback, clear target roles.

transparency – Do I understand what will happen next and why?
Signal: plans, priorities, decisions and reasons are communicated in a timely manner.

Autonomy – Can I influence how I do my job?
Signal: mandate, choices, obstacles are removed.

Relationships – Do I belong here? Do we trust each other?
Signal: inclusion in teams and meetings, support from colleagues, psychological safety.

Game Rules – Are the “rules” fair and equal for everyone?
Signal: consistent leadership, clear processes, follow-up of agreements.

How we measure

  • Short survey per STARS area (2 questions/area).

  • ENPS as an overall measure of loyalty.

  • Quick analysis: strengths, risks and prioritized improvements per team/role/location.

  • Action track: suggestions for micro-actions leaders and teams can take immediately.

From data to everyday life

Measure briefly and regularly.

Show results easily (traffic light/chart + 3 insights).

For dialogue in teams: What should we keep? What should we test?

Follow up after 6-8 weeks and celebrate progress.

Effects you can expect

  • Fewer misunderstandings, faster decisions.

  • Increased energy in meetings, better collaboration between functions.

  • Stronger internal brand loyalty (eNPS), which often spreads to customers.

    The SCARF model:

    Developed by neuroscientist David Rock, SCARF focuses on five basic psychological needs that influence human behavior and social security in the workplace:

      • Status: How we see our social position and our value in relation to others.
      • Certainty: The need for predictability and structure to feel secure in their work.
      • Autonomy: The freedom to control our choices and feel independent.
      • Relatedness (Relationships): The feeling of belonging, trust and being accepted in the group.
      • Fairness (Rules of the Game): The experience of fairness and transparency in the work environment.

      The SCARF model helps organizations create a work environment where employees feel safe, valued and included.

      The TRUST model

      Developed by Judith E. Glaser, the TRUST model identifies five basic components for building trust and strengthening social security in relationships, including in the workplace:

      • T – Transparency: Openness and clear communication that creates security.
      • R – Respect: Respect for each other's opinions and roles to build trust.
      • U – Understanding: The ability to understand and listen to others to create empathy.
      • S – Shared Success: Shared focus on success and goals that promote togetherness.
      • T – Tell the Truth: Always telling the truth and being honest strengthens relationships and security.

      TRUST is a model that promotes trust and strengthens relationships at all levels of the organization.

      Build STARS throughout the organization

      On Yesbox we use STARS – our customized and practical version that combines learnings from SCARF and TRUST to make it easy to apply the principles in employee surveys and pulse surveys. STARS stands for:

      • Status: How we perceive our value and our importance in the organization.
      • Tydlighet: The need for clarity and communication to predict the future and create security.
      • Autonomy: Freedom to influence and make decisions, which increases employee engagement.
      • Relationships: To build strong, trusting collaborations and a sense of belonging.
      • Game Rules: The sense of justice and transparency in processes that strengthen social security.

      STARS focuses on not only creating committed employees but also building a work environment where everyone feels safe and valued. By applying STARS in our tools, organizations can create long-term sustainable relationships and improve both engagement and performance.

      Time to build more STARS in your organization? Mail Oss

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      Why choose STARS?

      • Inspired by world-leading models:
        STARS combines insights from SCARF, TRUST and other established methods to create a practical and user-friendly solution.
      • Adapted for practical use:
        Our tools and surveys make it easy to measure and improve factors such as engagement, collaboration and trust.
      • Flexibility:
        STARS is dynamic enough to adapt to your unique organizational needs.

      1. Map your needs: Identify what affects your employees' commitment and performance.

      2. Measure and analyze: Use our pulse measurements and employee surveys to gather insights based on the STARS principles.

      3. Act on the Insights: Create concrete action plans to strengthen cooperation, fairness and clarity in the organization.

      4. Follow up:  With Yesbox platform, you can easily follow up and measure progress over time.

      Heart rate measurement with STARS

      Frequently Asked Questions (FAQ)

      What is the difference between SCARF, TRUST and STARS?

      SCARF and TRUST are models that focus on human behavior and trust. STARS builds on insights from these models and adapts them to meet the practical needs of today's organizations.

      Can STARS be integrated with our employee surveys?

      Yes, STARS is a central part of our surveys and is used to create insights that are relevant to your organization.

      How does STARS help build trust?

      By focusing on clarity, fairness and relationships, STARS creates an environment where employees feel respected and engaged.

      Is STARS as effective as SCARF and TRUST?

      Absolutely! STARS is based on the same scientific principles as SCARF and TRUST but is designed to be easier to use in practice.

      Download STARS PDF - Free

      Do you want to know more about STARS and how it can help your organization? Download our free PDF to:

      • Get a clear overview of the STARS model and its principles.
      • Learn how you can use STARS in employee surveys and pulse measurements.
      • Get practical tips to improve engagement, collaboration and work environment.

      (I.e. Download STARS PDF here and start strengthening your organization today!

      Book a Demo with Yesbox

      Discover how the STARS model along with Yesbox can transform your workplace. Book a free demo and see how our solutions can meet your needs.

      📅 Book your demo here

      Disclaimer: SCARF is a model developed by David Rock. Yesbox uses STARS as an adaptation to simplify and apply similar principles in practice.