Acme Health System (demo)
1,240 employees · 1,086 assessments completed · 88% participation
Burnout Risk Index
What this means: Watch zone. Roughly a third of employees report meaningful exhaustion or detachment.
What to do: Pre-burnout. Cheapest to fix here — start with the top 1–2 driver concerns and a single targeted intervention.
Participation
88%
1,086 of 1,240
Dominant PressureIQ archetype
The Carrier
27% of org
Top driver
Workload
62% mean concern
At-risk depts
2
Emergency · Med-Surg
Recommended interventions
Matched to your band, top drivers, and dominant archetype using the BurnoutIQ intervention library. Scoring: +40 primary driver · +15 per secondary · +20 band fit · -50 per blocked constraint. Constraint flags are visible so you know what to unblock.
Workload Audit & Boundary Reset
Score 75Self-guided 4-week protocol from Recharge Method Step 2 (Evaluate). Audit time allocation, identify non-essential commitments, and run structured boundary-setting conversations.
Agency & Authority Mapping
Score 35Self-guided exercise identifying decision-making authority gaps. Map where you have control, where you don't, and which gaps are negotiable. Recharge Method Step 3 (Calibrate).
Sleep & Recovery Protocol
Score 20Evidence-based sleep hygiene and recovery protocol. Recharge Method Step 4 (Heal). Self-guided with optional check-ins.
Meaning Reconnection Workshop
Score 20Group cohort program rebuilding connection between daily work and meaningful outcomes. Recharge Method Step 7 (Grow). 8 participants, weekly for 4 weeks.
Manager Workload Realignment Conversation
Score 10Structured 1:1 framework for direct report and manager. Recharge Method Step 6 (Realign). Includes pre-work, conversation guide, and 30-day follow-up checkpoint.
Top driver concerns
The Areas of Worklife driver dimensions, ranked by mean concern across your assessments. The top one is where leadership intervention will move the composite the fastest.
#1 · Workload
62%488 employees in the High/Severe band on this driver.
What it is: Volume and pace of demands relative to time, energy, and resources available to do the work.
Why it drives burnout: Often the first driver to crack. Manifests as exhaustion before cynicism. Most actionable in the short term.
Top actions
- →Audit hours-per-week by team — find gaps between exempt expectations and actual capacity.
- →Cancel or defer one project per affected team this quarter. Make the cancellation visible.
- →Establish 'no meetings' blocks for heads-down work; protect recovery windows.
#2 · Reward / Recognition
51%369 employees in the High/Severe band on this driver.
What it is: Whether employees feel their effort, contribution, and growth are seen and valued — financially and socially.
Why it drives burnout: Drives reduced sense of accomplishment. Often invisible until exit interviews surface it.
Top actions
- →Run an off-cycle compensation audit against current market data. Fix obvious below-market roles.
- →Add structured peer recognition (specific, frequent, public) — not just leadership-driven praise.
- →Make growth paths explicit. Every IC should know what 'next level' means in concrete behaviors.
#3 · Control / Autonomy
44%282 employees in the High/Severe band on this driver.
What it is: Employees' ability to influence how, when, and where they do their work, and which problems they solve.
Why it drives burnout: Drives detachment. Common in over-managed orgs and fast-scaling startups where decision rights haven't kept pace.
Top actions
- →Re-document decision rights at the team and role level — RACI but for the moments that matter.
- →Move at least one recurring decision down a level (manager → IC team).
- →Review meeting cadence: each recurring meeting should have an owner empowered to skip it.
Archetype distribution
Across 1,086 completed assessments. Click any archetype below for the full intervention playbook.
What each archetype means
The CarrierThe one everyone counts on.
Org signal: High institutional knowledge. Often the bottleneck nobody named.
Burnout pattern: Resentful exhaustion. Quietly drops standards before they quit.
Intervention: Distribute load. Name backup ownership. Mandate handoff documentation.
The BurnerBrings the energy.
Org signal: Sets the team's emotional thermostat. Engagement scores track this person.
Burnout pattern: Cynicism arrives first. The energy leaves the room with them.
Intervention: Protect recovery windows. Rotate visible roles. Recognize early.
The FixerAlways has the answer.
Org signal: Solves so fast nobody else gets the rep. Team learns helplessness.
Burnout pattern: Reduced sense of accomplishment. Starts to question their own value.
Intervention: Coach to teach, not solve. Block calendar for deep work.
The GuardKnows how to protect.
Org signal: Quiet veto power on risk. Often the reason a project stays in scope.
Burnout pattern: Withdrawal. Stops flagging. The risks land anyway.
Intervention: Reaffirm psychological safety. Make 'I see a risk' a low-cost behavior.
The GiverHeart leads the way.
Org signal: Carries the team's emotional labor. Not on any org chart.
Burnout pattern: Compassion fatigue. The kindness flatlines before the productivity does.
Intervention: Pair with coaching. Bound 1:1 minutes. Recognize emotional labor explicitly.
The RacerAlways in motion.
Org signal: Highest velocity. Lowest reflection. Wreck-on-the-curve risk.
Burnout pattern: Crash burnout. Looks fine until it doesn't — a 90-day risk window.
Intervention: Force pauses. Pre-mortem rituals. Slow ceremonies before fast sprints.
Department heatmap
Sorted by burnout risk. Color reflects dominant archetype. Risk bar reflects severity band. Departments with fewer than 5 respondents are not shown (privacy floor).
| Department | Dominant PressureIQ archetype | Headcount | Burnout risk |
|---|---|---|---|
| Emergency Department | The Racer | 142 | 68% |
| Med-Surg | The Carrier | 280 | 54% |
| ICU | The Fixer | 88 | 49% |
| Oncology | The Giver | 76 | 47% |
| Operating Room | The Guard | 102 | 35% |
| Outpatient Clinics | The Giver | 218 | 33% |
| Administration | The Burner | 64 | 28% |
| Facilities | The Carrier | 96 | 22% |
Outcomes rollup · last 365 days
The artifact that drives renewals. Aggregate change, completion rate, and dollar value across every intervention enrollment in the window. Heuristic ROI based on band-cost ratios from published burnout cost research; refines with each engagement's data.
Aggregate CBS change
-14.6
org improved
Completion rate
80%
392 of 488
Estimated value recovered
$1,827,500
annualized
Top intervention
RM-WKL-001
-18.4 pts mean (n=142)
Top performing
- RM-WKL-001-18.4 mean (n=142)
- RM-EXH-001-16.2 mean (n=38)
- RM-CTL-001-12.1 mean (n=87)
Underperforming · review
- RM-FAIR-001-1.8 mean (n=24)
Burnout risk trend
Improving · -12 ptsRisk has dropped meaningfully across the series. Identify what changed during this window and protect those conditions.
6-month rolling — org-median CBS
Quarterly aggregate