Manager Burnout and Capacity Pulse Survey

A pulse survey designed specifically for people managers to self-assess their own workload sustainability, capacity, and burnout risk. Surfaces early warning signs before overloaded managers begin canceling check-ins and underinvesting in their teams.

Workload and Capacity

• My current workload as a manager is sustainable over the next 30 days.
  1 = Strongly disagree, 5 = Strongly agree
• I have enough time in my week to fulfill my core people-management responsibilities (1:1s, feedback, coaching, career conversations).
  1 = Strongly disagree, 5 = Strongly agree
• In the past two weeks, how many scheduled 1:1s or team check-ins did you cancel or significantly shorten due to your own workload?
  Select the option that best reflects your experience.
• What is the single biggest driver of your current workload pressure?
  Please share only if your rating above was 3 or lower. Examples: administrative burden, span of control, unclear priorities, cross-functional demands.

Burnout Risk Indicators

• I feel energized and motivated in my role as a people manager.
  1 = Strongly disagree, 5 = Strongly agree
• I am able to disconnect from work during evenings and weekends.
  1 = Strongly disagree, 5 = Strongly agree
• I feel emotionally drained by my management responsibilities.
  1 = Strongly disagree, 5 = Strongly agree. This is a reverse-scored item — lower scores indicate higher burnout risk.
• What is contributing most to any feelings of drain or exhaustion you're experiencing?
  Please share only if your rating above was 3 or lower. Your response is anonymous and helps us identify systemic issues.

Team Investment and Psychological Safety

• I have adequate capacity to actively support the growth and development of each person on my team.
  1 = Strongly disagree, 5 = Strongly agree
• I feel confident that I can advocate effectively for my team's needs and priorities with senior leadership.
  1 = Strongly disagree, 5 = Strongly agree
• I feel psychologically safe raising concerns about my own workload or wellbeing with my manager.
  1 = Strongly disagree, 5 = Strongly agree
• What would help you better support your team right now?
  Please share only if your rating above was 3 or lower. Examples: reduced administrative load, clearer priorities, additional headcount, more manager peer support.

Intent to Stay and Open Feedback

• On a scale of 0–10, how likely are you to still be in a people-manager role at this organization 12 months from now?
  0 = Extremely unlikely, 10 = Extremely likely. This is your manager eNPS intent-to-stay indicator.
• What is the primary reason for your score above?
  Your response is anonymous. This single question is one of the highest-signal inputs for understanding manager retention risk.
• Is there anything else you'd like leadership or HR to know about your current experience as a people manager?
  This is your open space — anything you share here is read and considered.