diff --git a/html/index.html b/html/index.html index 8190778..fbc1165 100644 --- a/html/index.html +++ b/html/index.html @@ -1,319 +1,1026 @@ - - -BurnAware — Organizational Health Intelligence - - - + + + BurnAware — Organizational Health Intelligence + + + - - - - - - + + + + + + - - - - - + + + + + - - - - + + @@ -325,80 +1032,87 @@
  • Team
  • Who it's for
    • - Request a conversation + Request a + conversation
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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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    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.

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    + Request a + conversation + See how it works
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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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    Product Development — Team report
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    Diagnostic: May 2025 · 11 people
    + ⚠ Needs attention
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    3 people show sustained high demand with insufficient recovery time
    - → View recommended actions +
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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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    Role ambiguity is rising — linked to recent structure change
    - → Suggested leader conversation +
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    3 people show sustained high demand with insufficient recovery time
    + → View + recommended actions +
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    Team cohesion remains stable despite the increased workload
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    Role ambiguity is rising — linked to recent structure change
    + → Suggested leader + conversation +
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    Team cohesion remains stable despite the increased workload
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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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    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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    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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    • 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. +
    • 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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    • 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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    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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    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. +
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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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    HR leadership
    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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    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
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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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    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
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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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    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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    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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    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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    IK
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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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    IK
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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."
    - Head of People Operations, technology company · Early access participant -
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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." +
    + 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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    - - Request a conversation → -
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    No sales process. A 30-minute conversation about what you're working on — no commitment required.

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    +
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    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.

    +