Burnout Quiz for Teams: These 3 Questions Help You to Know Who is Going to Burnout First

Hi there,

Burnout is an ever-present issue in the professional world.

The toll burnout takes on health and wellness cannot be underestimated.

Professionals who are experiencing burnout are more likely to experience health issues and leave the workforce.

Therefore, it is critical to frequently assess the health and well-being of your team to and identify early warning signs of burnout before it is too late.

What to ask in a burnout quiz?

If you’re wondering whether your team is getting burnout or not, you can ask them these 3 simple questions.

1. How much extra pressure did you experience from your workload last week? from 1 (lowest) to 10 (highest)

2. How productive did you feel last week? from 1 to 10

3. How much fun did you have working on your tasks last week? from 1 to 10

You can map out these 3 simple questions on the diagram below.

Question #1 is about Exhaustion.

Question #2 is about Sense of Proficiency and Accomplishment.

Question #3 is about Cynicism / Pessimism.

How to ask and talk about burnout?

Here is the email template you can use to ask your team:

How to interpret the burnout score?

Here is an easy way to interpret the responses you get.

Question #1 -> Mark anyone who answered higher than 6. You can set up a friendly conversation with them and talk about their workload.

Question #2 -> Mark anyone who answered less than 4. You can set up a friendly conversation with them and talk about how you can support them better.

Question #3 -> Mark anyone who answered less than 4. You can set up a friendly conversation with them and talk about how you can support them better.
If any member of your team was marked for all 3 questions – you know they are at the brink of burnout.

Why this burnout quiz works?

For question #1, by asking team members to rate their level of overwhelm, leaders gain insight into the perceived intensity of job demands.

A high score indicates that individuals may be struggling to manage their workload effectively. Excessive workload can lead to feelings of stress and burnout.

Identifying team members who feel overwhelmed by their workload allows leaders to intervene proactively.

Engaging in conversations about workload distribution, prioritization, and resource allocation can help alleviate stress and prevent burnout.

Leaders can also use this information to optimize task assignments and provide necessary support to ensure that workloads remain manageable.

Initiating a friendly conversation centered on workload management can help alleviate some of their burdens.

Similarly, for question #2, this question assesses the extent to which team members feel supported by their peers and supervisors, which is crucial for buffering against the negative effects of stress.

Burnout is not only influenced by the quantity of work but also by the quality of social support within the work environment.

Low scores on this question may indicate a lack of social support, which can exacerbate feelings of burnout.

Leaders can use this information to foster a culture of support and collaboration within the team.

Encouraging open communication, providing opportunities for feedback and recognition, and promoting teamwork can help enhance social support and mitigate burnout risk.

Question #3 assesses individuals’ perceived ability to cope with the demands of their job, providing insight into their adaptive or maladaptive coping mechanisms.

Coping strategies play a significant role in determining individuals’ resilience to stress and burnout.

Low scores on this question may indicate ineffective coping strategies or a lack of resources for coping with work-related stressors.

Leaders can use this information to provide targeted support and resources to help team members develop more effective coping mechanisms.

This might include offering stress management workshops, resilience training, or access to counseling services.

Engaging in discussions about how to better support these individuals can foster a more resilient and cohesive team environment.

If a team member is marked for all three questions, it’s a clear indicator that they are teetering on the edge of burnout, requiring immediate attention and intervention.

Moreover, during these conversations, it’s crucial to inform team members about available Employee and Family Assistance Programs (EFAPs) or recommend resources such as the Healthy High Performance course, providing additional avenues for support and self-care.

Don’t forget that – As a part of this conversation, you can also share what types of EFAPs are available to your team.

Or you can recommend them to take the Healthy High Performance course that we offer.