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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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Organiz­ational health intelligence
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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 + Request a conversation + See how it works
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Product Development — Team report
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Product Development—Team report
Diagnostic: May 2025 · 11 people
⚠ Needs attention @@ -1064,48 +1063,49 @@
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Sustainability index
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Sustain­ability index
41 /100
↓ 9 points since March
Overload risk
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4 of 11
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4 of 11
Early-stage signals detected
Clarity score
52 /100
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Role clarity is the main driver
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Role clarity is the main driver
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Psychological safety
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Psycho­logical safety
67 /100
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Strong — above benchmark
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Strong—above benchmark
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Team cohesion remains stable despite the increased workload
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Team cohesion remains stable despite the increased workload
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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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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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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. +
  • 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. +
  • 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. +
  • 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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How it works
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Simple to run.
Meaningful by design.

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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. +
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
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. + 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. +
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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What you get
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Built for leaders who need
to act, not just understand

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