Stress and burnout management
The Stress and burnout management survey helps you understand how much pressure your team really carries and where it comes from. It gathers self-reported stress levels, the frequency of fatigue and emotional exhaustion, and how well people recover after intense periods. The result is a clear picture of well-being risks before they turn into absenteeism or turnover.
What the “Stress and burnout management” survey measures
The survey measures the perceived intensity of workplace stress on a rating scale, how often employees feel emotional exhaustion, and which specific triggers matter most: heavy workload, tight deadlines, constant change, digital overload, conflicts or unclear expectations. It also captures the ability to recover after busy periods, which coping methods actually work (short breaks, planning, peer support, physical activity, mindfulness, flexible hours), satisfaction with the company's support, and the direct effect of stress on productivity. An open-ended question lets people name the changes that would ease their condition.
Who the “Stress and burnout management” template is for
It fits HR and people teams, well-being and DEI leads, line managers, and team leads in any organization that wants to monitor burnout risk. It is especially useful for high-pressure environments such as agencies, support centers, healthcare, IT and fast-scaling startups, and it works well as a recurring pulse check before and after wellness programs.
How to adapt the template to your needs
Rewrite the trigger list to match your reality by adding factors like commuting, on-call rotations or after-hours messaging, and removing ones that do not apply. Swap the rating scales for a 1-10 eNPS-style format if you prefer, extend the coping-methods question with company benefits you actually offer, and use branching so that anyone reporting frequent exhaustion sees a follow-up about available support or a request to describe their situation in more detail.
Questions and answer options
Answer options:
— Very often
— Often
— Sometimes
— Rarely
Answer options:
— High workload
— Tight deadlines
— Constant changes
— Digital overload (messages, calls, notifications)
— Conflict situations
— Unclear expectations
Answer options:
— Short breaks during the day
— Task planning
— Support from colleagues
— Physical activity
— Mindfulness practices
— Flexible schedule
Answer options:
— Significantly decreases it
— Slightly decreases it
— Does not affect
— Sometimes increases it
— Significantly increases it
