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What can Performance Management learn from Neuroscience?
Applying the SCARF model to Performancce Management
Looks at David Rock’s SCARF (Status, Certainty, Autonomy, Relatedness, Fairness) framework as a way of understanding some of the factors that influence the way we react, interact, behave and feel at work.
With the shift away from forced rankings and numerical ratings in Performance Management, what might the SCARF framework tell us about the best way to shape performance management going forward?
This article offers a checklist applying this SCARF model to Talent Management practices.