Burnout Prevention and Workload Check Framework

A structured survey framework for identifying early burnout signals, assessing workload sustainability, and protecting employee engagement and performance before withdrawal becomes resignation.

Emotional Energy and Exhaustion Signals

• I feel emotionally drained by my work by the end of most days.
  1 = Strongly disagree, 5 = Strongly agree
• I am able to bring genuine enthusiasm and effort to my work on most days.
  1 = Strongly disagree, 5 = Strongly agree
• I feel a growing sense of cynicism or detachment toward my work or colleagues.
  1 = Strongly disagree, 5 = Strongly agree
• What is contributing most to any feelings of exhaustion or detachment you experience?
  Optional — please share as much or as little as you're comfortable with.

Workload Volume and Pace

• My current workload is manageable within my normal working hours.
  1 = Strongly disagree, 5 = Strongly agree
• The pace at which I am expected to work is sustainable over the long term.
  1 = Strongly disagree, 5 = Strongly agree
• How frequently do you work outside your normal hours (evenings, weekends, or early mornings) to keep up with your workload?
  Select the option that best reflects your experience over the past 4 weeks.
• What is the single biggest driver of excess workload or time pressure for you right now?
  Describe a specific situation, process, or expectation if you can — specifics help us act.

Recovery, Boundaries, and Rest

• I am able to fully disconnect from work during my time off (evenings, weekends, vacation).
  1 = Strongly disagree, 5 = Strongly agree
• I feel comfortable taking time off without worrying about falling behind or being judged.
  1 = Strongly disagree, 5 = Strongly agree
• I wake up feeling rested and ready to engage with work on most mornings.
  1 = Strongly disagree, 5 = Strongly agree
• What would most help you recover and recharge — if anything were possible?
  Think about schedule, workload, culture, or support structures.

Manager Support and Psychological Safety

• My manager is aware of my current workload and stress level.
  1 = Strongly disagree, 5 = Strongly agree
• I feel safe raising concerns about workload or burnout with my manager without negative consequences.
  1 = Strongly disagree, 5 = Strongly agree
• My manager takes meaningful action when I flag that I am overwhelmed or struggling.
  1 = Strongly disagree, 5 = Strongly agree
• What could your manager or team do differently to better support your wellbeing?
  Be as specific as you can — examples of behaviors or actions are most useful.

Intent to Stay and Engagement Outlook

• On a scale of 0–10, how likely are you to still be working here in 12 months?
  0 = Extremely unlikely, 10 = Extremely likely (eNPS-style intent-to-stay indicator)
• If your score above was 6 or below, what is the primary reason?
  Understanding the 'why' behind low intent-to-stay scores is critical for retention action.
• Overall, I feel the organization genuinely cares about my wellbeing — not just my output.
  1 = Strongly disagree, 5 = Strongly agree
• Is there anything else you'd like to share about your workload, wellbeing, or what would make things better?
  This is your space — anything you share here helps us improve.