commit 0af8967dbd35eaa503dbc57961e35f7ee49ba480 Author: erjemin Date: Wed Jun 17 14:29:04 2026 +0300 first commit diff --git a/html/index.html b/html/index.html new file mode 100644 index 0000000..fbcaf58 --- /dev/null +++ b/html/index.html @@ -0,0 +1,593 @@ + + + + + +BurnAware — Organizational Health Intelligence + + + + + + + + + + + +
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Organizational health intelligence
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See what's building
beneath the surface

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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.

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

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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.

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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.

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

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01
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Assess
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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.
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Detect
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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.
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Act
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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.
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What you get
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Built for leaders who need
to act, not just understand

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Early overload detection
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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.
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Organizational pressure mapping
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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.
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Clarity and sustainability scoring
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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.
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Individual-level insight
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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.
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Prioritized action plans
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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.
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Longitudinal tracking
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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.
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Why BurnAware
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Not another engagement tool

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Structural, not sentiment
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We measure conditions, not feelings
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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.
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Predictive, not retrospective
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See what's coming, not what already happened
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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.
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Culturally calibrated
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Built for diverse, international teams
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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.
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How BurnAware compares
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Annual engagement surveyRetrospective, annualContinuous
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Pulse survey toolsSentiment onlyStructural + contextual
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EAP / wellbeing platformsIndividual, reactiveTeam-level, preventive
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Manager check-insVisibility gapData-backed clarity
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Burnout assessmentsPoint-in-time scoreLongitudinal + predictive
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External consultantsHigh cost, low frequencyScalable, ongoing
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Who it's for
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Designed for the people
responsible for healthy organizations

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HR leadership
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Move from reactive support to proactive organizational health
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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.
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Organizational development
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Data to back the work you're already doing
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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.
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Leaders managing change
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Understand what transformation is actually doing to your teams
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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.
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The team
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The people behind BurnAware

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KB
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Katerina Bashtavenko
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Co-founder & CEO
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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.

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Irina Koksharova
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Co-founder & Research Director
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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.

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"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."

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Head of People Operations, technology company · Early access participant

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

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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.

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

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