Burnout Self-Check: Your 7-Factor Burnout Profile

A woman sitting at a wooden table, writing in a planner, with a potted succulent plant, a grey mug, and some papers.

A research-backed, five-minute self-assessment to help you understand where work is supporting your well-being, and where it may be quietly burning you out.

A short, research-informed self-check to help you understand what is driving burnout beneath the surface.
Burnout often becomes visible through fatigue and overwhelm, but its root causes are usually in place long before symptoms appear. This self-assessment explores seven research-backed drivers of burnout and protection, helping you identify which conditions may be affecting you most. It is not a diagnosis, but a guided reflection to support more informed, sustainable change.

👉 Start the Self-Check

How it works: Answer 21 questions about the past two weeks. You’ll get a personal burnout profile across seven dimensions, plus a suggestion for where to start.

Instructions: Think about the past two weeks and choose the option that best reflects your experience for each statement.

Scale: Always = 5, Often = 4, Sometimes = 3, Rarely = 2, Never = 1.

Workload

This section looks at whether the demands of your job feel manageable. It measures whether you have enough time, resources, and breathing room to do your work well — without regularly running on empty.

I have enough time and resources to do my job well.

I work at a sustainable pace.

I can complete my work without regularly extending beyond my normal hours.

Control (Autonomy)

This section looks at how much agency and autonomy you experience in your work. It measures whether you have meaningful input into how you work, the decisions that affect you, and whether your day-to-day feels varied and engaging rather than rigid or repetitive.

I have input into how I organize my work.

I can make decisions that affect my outcomes.

I have enough variety and novelty in my work to stay engaged.

Reward & Recognition

This section looks at whether your contributions feel acknowledged and fairly rewarded. It measures whether the effort you put in is met with recognition, feedback, and compensation that feels proportionate to your work.

I feel my efforts are noticed and valued.

When I do good work, I receive acknowledgment.

I feel fairly compensated for the work I do.

Community

This section looks at the quality of your relationships at work. It measures whether you feel supported, trusted, and able to connect with the people around you — including whether you can ask for help when you need it.

I feel supported by my colleagues.

I can ask for help without fear of judgment.

I experience trust and respect within my team.

Fairness

This section looks at whether your workplace feels equitable and consistent. It measures whether expectations are applied evenly, whether decisions that affect you are made transparently, and whether you feel safe raising concerns.

Work expectations are applied consistently across people and teams.

I feel decisions that affect me are made transparently.

I can speak up when something feels inequitable.

Values Alignment

This section looks at whether your work feels connected to something that matters to you. It measures whether your personal values are reflected in your role, whether your skills are being put to good use, and whether you can see the purpose behind what you do.

My work aligns with my personal values.

I can see how my role contributes to something meaningful.

I feel my skills and abilities are being well used in my current role.

Restoration

This section looks at how well you are able to recover between working periods. It measures whether you feel mentally and physically replenished, whether you can switch off after work, and whether you have the mental clarity to focus and make decisions.

I feel physically and mentally restored most mornings.

After work, I am generally able to mentally switch off and recover..

I can focus and make decisions without mental fog.

Before you see your profile

Your answers are for your reflection only. This check-in isn't a diagnosis and it can't tell the full story of your mental health, but it can highlight where work may be supporting or stretching you right now.

After you see your results, you'll have the option to email a copy to yourself and, if you'd like, answer a few quick anonymous questions that help us understand how burnout shows up across different roles and industries.

By submitting this form you agree to our Privacy Policy.

Get Your results

Your profile snapshot is above. Share your email and we’ll send you a personalised report with specific actions for each of your highest-risk areas — practical steps you can take this week, and conversation starters you can use with your manager or team. You can also help us understand how burnout shows up across different roles and industries by sharing a few optional details below. What you’ll receive: • A personalised breakdown of each of your 7 dimension scores • Specific actions for the areas where you’re most at risk • Conversation starters you can use with your manager or team

We'll only email you occasionally and you can unsubscribe any time.

What to do with your results

This check-in is meant to spark reflection, not self-blame. Feeling stretched, exhausted, or numb doesn’t mean you’re failing, it usually means your conditions aren’t sustainable.

If things feel really hard right now
If you’re feeling overwhelmed, panicked, or like you might hurt yourself, this tool isn’t enough. Please reach out to a doctor, mental health professional, local crisis line, or emergency services in your area. You don’t have to wait until it’s “bad enough” to ask for help.

In the next 48 hours

  • Share what you’re noticing with someone you trust, even briefly.

  • Choose one small change connected to your focus area (like workload, community, or restoration) that could make things feel 5–10% lighter.

  • Write down a few notes about when things feel worst and when they feel more manageable, this can be helpful if you talk to a manager, HR, or a health professional.

Over the next few weeks at work

  • Notice patterns: when do things spike, time of day, specific tasks, certain people?

  • Ask yourself: “What would make my work feel more sustainable for me?” and “What do I need more or less of?”

  • If it feels safe, bring one concrete example and one small request into a conversation with your manager, HR, or a trusted colleague.

If your organization wants support using this tool with teams, or help addressing burnout more systematically, you can learn more about how Jennifer works with leaders and organizations on her main site

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