Organiz­ational health intelligence

See what's building
beneath the surface

BurnAware gives HR leaders and organiz­ational teams an early-warning system for chronic overload, team pressure, and the conditions that quietly erode long-term performance.

Request a conversation See how it works
Product Development—Team report
Diagnostic: May 2025 · 11 people
⚠ Needs attention
Sustain­ability index
41 /100
↓ 9 points since March
Overload risk
4 of 11
Early-stage signals detected
Clarity score
52 /100
Role clarity is the main driver
Psycho­logical safety
67 /100
Strong—above benchmark
3 people show sustained high demand with insufficient recovery time
→ View recommended actions
Role ambiguity is rising—linked to recent structure change
→ Suggested leader conversation
Team cohesion remains stable despite the increased workload
Currently in use at
Technology scale-ups Professional services firms Organizations in transformation High-growth teams
The problem

By the time it's visible,
the cost is already real

Most organi­zations don't have a burnout problem—they have a visibility problem. The early signals are there: people carrying more than they should, clarity eroding during change, pressure accumulating in pockets that don't show up in engagement surveys or performance reviews.


Standard tools measure sentiment. BurnAware measures the structural and contextual conditions that create risk—before it surfaces in turnover, underper­formance, or a conversation that comes too late.

  • Annual engagement surveys miss what's happening between cycles. By the time results are in, the situation has already shifted.
  • Pulse surveys tell you how people feel today. They rarely tell you why, or what's likely to happen next.
  • High performers are often the least visible risk. They absorb pressure quietly—until they don't.
  • Leaders managing transfor­mation face a specific challenge: change itself creates risk conditions that can look like engagement, not dysfunction.
How it works

Simple to run.
Meaningful by design.

Assess
A structured diagnostic—12–15 minutes per person. Built on occupational psychology research, calibrated across cultural backgrounds and team contexts. Not a survey. Not a self-report question­naire.
Detect
BurnAware maps results across six dimensions: internal state, work context, recovery capacity, clarity, cultural dynamics, and coping patterns. It surfaces the combinations that create real risk—not just averages.
Act
Each leader gets a prioritized action plan for their specific team—not a PDF of generic recommen­dations. Written for this situation, updated as new diagnostics come in, and designed to be usable, not just readable.
What you get

Built for leaders who need
to act, not just understand

Early overload detection
Identify sustained high-demand patterns before they compound. See which individuals and sub-teams are carrying structural overload—weeks before it becomes a retention or performance issue.
Organiz­ational pressure mapping
During change and transfor­mation, pressure concentrates in predictable places—but most tools don't see it. BurnAware maps where pressure is building, why, and what the likely trajectory looks like.
Clarity and sustain­ability scoring
Lack of role clarity and unsus­tainable workload are two of the strongest predictors of disenga­gement. BurnAware tracks both—and connects them to specific conditions in the team's context.
Individual–level insight
Team averages hide the people who matter most. BurnAware surfaces individual patterns—calibrated to cultural context and coping style—so support reaches the right person, not the median.
Prioritized action plans
Every diagnostic generates a ranked action map for that specific team—written for this situation, not adapted from a template. Concrete, leader-facing, and updated as new signals come in.
Longitudinal tracking
A single diagnostic is a snapshot. BurnAware tracks team health over time—showing whether inter­ventions are working, whether risk is growing, and where to focus attention next quarter.
Why BurnAware

Not another engagement tool

Structural, not sentiment
We measure conditions, not feelings
Sentiment tools ask how people feel. BurnAware maps the structural and contextual factors that create risk—workload distribution, clarity, recovery capacity, cultural context. These predict outcomes that sentiment scores don't catch.
Predictive, not retros­pective
See what's coming, not what already happened
Most HR tools are designed for reporting. BurnAware is designed for foresight—identifying risk trajectories weeks and months before they become visible in turnover, sick leave, or underper­formance data.
Culturally calibrated
Built for diverse, inter­national teams
Stress and overload don't look the same across cultural contexts. BurnAware's model accounts for how different backgrounds affect the way people perceive, express, and absorb pressure—so assessments are accurate across your whole organization.
How BurnAware compares
Annual engagement survey Retros­pective, annual Continuous
Pulse survey tools Sentiment only Structural + contextual
EAP / wellbeing platforms Individual, reactive Team–level, preventive
Manager check-ins Visibility gap Data-backed clarity
Burnout assessments Point-in-time score Longitudinal + predictive
External consultantsHigh cost, low frequencyScalable, ongoing
Who it's for

Designed for the people
responsible for healthy organi­zations

HR leadership
Move from reactive support to proactive organiz­ational health
BurnAware gives HR leaders a continuous view of risk across the organization—so inter­ventions can happen earlier, and at the right level, rather than after the damage is done.
Organiz­ational development
Data to back the work you're already doing
For OD profes­sionals working on culture, change, or performance—BurnAware provides the longitudinal data to show what's shifting, what's working, and where to focus next.
Leaders managing change
Understand what transfor­mation is actually doing to your teams
Restruc­turing, scaling, and strategic pivots all create specific risk patterns. BurnAware helps leaders see those patterns early—and act before they compound into attrition or failure to execute.
The team

The people behind BurnAware

Katerina Bashtavenko
Katerina Bashtavenko
Co-founder & CEO

Over 15 years in organiz­ational psychology and leadership development across inter­national companies. Katerina has worked with teams in Europe, Asia, and the Americas—and built BurnAware around the insight that cultural context fundam­entally shapes how people experience and express pressure at work.

Irina Koksharova
Irina Koksharova
Co-founder & Research Director

Researcher and practitioner in clinical and organiz­ational psychology, with a focus on resilience science, burnout prevention, and how cultural identity shapes responses to stress. Irina leads the research methodology and model development behind BurnAware.

“We thought we had a good picture of our teams. BurnAware showed us the gaps—and helped us act on them before they became something harder to fix.”
Head of People Operations, technology company · Early access participant
Early access

Let's talk about what
you're trying to solve

We're working with a small number of HR leaders and OD teams. If you're navigating transfor­mation, growth, or high-pressure environments—we'd like to learn about your situation.

Request a conversation →

No sales process. A 30-minute conversation about what you're working on—no commitment required.