Burnout
Helps understand whether employees have enough energy, recovery, and a sense that their work is useful.
- Sections
- 3
- Questions
- 12
- Who to ask
- an employee of a team or organization
answers hidden · summary from 5 responses
When to run it
You notice the team becoming irritable, making more mistakes on simple tasks, taking sick leave, and working without their usual spark. It seems like some are working at their absolute limit while others have distanced themselves from shared goals. This survey will help you spot burnout risks early, before valuable employees decide to leave.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Emotional exhaustion
- Lack of energy, recovery, and resilience to workload
- Cynicism and detachment
- Defensive distance from work, people, goals, or the meaning of tasks
- Reduced accomplishment
- Diminished sense of effectiveness, usefulness of contribution, and visible results
What the questions look like
Below are real questions from this survey, one from each section.
-
By the end of my workdays, I often feel like I have almost no energy left.
- What it checks
- Check whether workload is perceived as a recurring lack of energy, rather than a one-off peak or ordinary tiredness after a single hard day.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps you preserve your energy by the end of the workday?
-
My work tasks often seem to lack clear meaning.
- What it checks
- Understand whether the person retains a sense of meaning and value in their regular work tasks, or whether responses reveal a loss of connection to why this work is done.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps you see meaning or value in these tasks?
-
I often find it hard to see a concrete result of my work efforts.
- What it checks
- Check whether the person sees a clear outcome of their work, or whether their contribution becomes invisible to them and poorly connected to results.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What helps you see a concrete result from your efforts?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will show the risk level across three dimensions: how emotionally exhausted people are, whether they have become cynical and detached from work, and if they feel their efforts still bring results. You will see where the issue is workload, where it is recognition, and where it is a lack of recovery.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
Launch “Burnout” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.