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Run: Manager Burnout and Capacity Pulse Survey

A pulse survey for people managers to self-report workload, burnout risk, and capacity to support their teams. Use it to catch early warning signs before che...

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Workload and Capacity

My current workload as a manager is sustainable over the next 30 days. (required)

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). (required)

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? (required)

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. (required)

1 = Strongly disagree, 5 = Strongly agree

I am able to disconnect from work during evenings and weekends. (required)

1 = Strongly disagree, 5 = Strongly agree

I feel emotionally drained by my management responsibilities. (required)

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. (required)

1 = Strongly disagree, 5 = Strongly agree

I feel confident that I can advocate effectively for my team's needs and priorities with senior leadership. (required)

1 = Strongly disagree, 5 = Strongly agree

I feel psychologically safe raising concerns about my own workload or wellbeing with my manager. (required)

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? (required)

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.

Get your results

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