diff --git a/html/index.html b/html/index.html index fbcaf58..8190778 100644 --- a/html/index.html +++ b/html/index.html @@ -4,6 +4,23 @@ BurnAware — Organizational Health Intelligence + + + + + + + + + + + + + + + + + @@ -33,7 +50,7 @@ body { font-family: var(--sans); background: var(--surface); color: var(--ink); line-height: 1.6; } /* NAV */ - nav { + header { position: sticky; top: 0; z-index: 100; background: rgba(250,249,247,0.92); backdrop-filter: blur(12px); border-bottom: 1px solid var(--border); padding: 0 2rem; @@ -281,302 +298,308 @@ section { padding: 56px 1.25rem; } } + - - + Request a conversation + + - -
-
-
-
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 → +
+
+
+
+
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 surveyRetrospective, annualContinuous
+
Pulse survey toolsSentiment onlyStructural + contextual
+
EAP / wellbeing platformsIndividual, reactiveTeam-level, preventive
+
Manager check-insVisibility gapData-backed clarity
+
Burnout assessmentsPoint-in-time scoreLongitudinal + 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

+
+ +
+
KB
-
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
-
-
+
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.

-
-
-
-
- -
-
- 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.

-
-
-
01
-
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.
-
-
-
02
-
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.
-
-
-
03
-
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 surveyRetrospective, annualContinuous
-
Pulse survey toolsSentiment onlyStructural + contextual
-
EAP / wellbeing platformsIndividual, reactiveTeam-level, preventive
-
Manager check-insVisibility gapData-backed clarity
-
Burnout assessmentsPoint-in-time scoreLongitudinal + predictive
-
External consultantsHigh cost, low frequencyScalable, ongoing
+
+
IK
+
+
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.

+
+
+
- -
- -
-
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.
-
+
+
+
"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 +
-
- -
-
-
The team
-

The people behind BurnAware

-
- -
-
KB
-
-
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.

-
+
+
+
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 →
- -
-
IK
-
-
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.

-
-
- +

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

+
-
-
+
- -
-
-

"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.

-
-
- - - + \ No newline at end of file