Free 5-minute check for HR leaders

A workplace burnout risk check for HR leaders.

Answer 12 questions based on what you can observe across your team. You will get a planning score across four workplace areas, plus a practical place to start. This is not a diagnosis or an employee survey.

Start the check Explore Fegud for Teams
No account requiredAnswers stay in this browserNot a diagnostic tool
Fegud · Observation summaryExample
Four areas worth discussing
Workload
Energy
Connection
Leadership support

Illustration only. Your result reflects one leader’s observations and is not a company benchmark.

Why use this check

Turn a general concern into a useful conversation.

Burnout can be hard to discuss when the evidence is scattered across workload, time off, team behaviour, and leadership habits. This check helps you organize what you have noticed. It cannot tell you how every employee feels, so the next step should still include confidential listening.

5 min

Quick to complete

Twelve plain-language questions for an HR or People leader who knows the team’s working conditions.

4

Workplace areas

Workload and boundaries, energy and recovery, connection and outlook, and leadership support.

2

Details to see the result

Enter your first name and work email after the questions. Your answers and score still stay in your browser.

Take the check

What are you noticing across your team?

Choose the answer that best matches the last six months. If you do not know, use the closest cautious answer and treat the result as a reason to ask better questions.

Your answers stay on this page. After question 12, enter your first name and work email to reveal the result and receive the conversation checklist. Fegud receives those details separately, not your answers, score, or result band. See our Privacy Policy.
Question 1 of 12
1.How often do team members work outside their core hours?
2.How much of their available paid time off did employees use, on average?
3.How realistic are the workloads assigned to individual contributors?
4.How often do employees describe ending work drained or unable to recover before the next day?
5.What happens to short-notice absences after busy periods?
6.How often do employees say they lack the capacity to do their work well?
7.How often have you noticed withdrawal, cynicism, irritability, or reduced collaboration?
8.How often do employees talk about feeling overwhelmed or stretched thin?
9.How connected do employees seem to their teammates and the purpose of their work?
10.How safe does it seem for employees to raise workload or wellbeing concerns?
11.How consistently do senior leaders model healthy boundaries?
12.When signs of strain appear, how consistently does the company adjust priorities, staffing, or timelines?
One last step

Where should we send your checklist?

Enter your first name and work email to reveal your result and receive the workplace conversation checklist. Your answers, score, and result band are not submitted with these details. Occasional Fegud updates require the separate unchecked choice below.

0out of 36

Observation band

Your summary

A useful place to start

Remember: this score reflects one leader’s observations. Use it to plan confidential listening and review working conditions, not to label employees or make employment decisions.

See Fegud for TeamsView a sample report
What the check reviews

Four areas that can reveal workplace strain.

These are practical observation areas, not validated clinical dimensions. Burnout is an occupational phenomenon associated with chronic workplace stress, and no short form completed by one leader can confirm it across a team.

Area 01

Workload & Boundaries

After-hours work, unused time off, and whether assigned work is realistically achievable.

Area 02

Energy & Recovery

What people say about exhaustion, recovery after busy periods, and having enough capacity to work well.

Area 03

Connection & Outlook

Visible withdrawal, cynicism, collaboration, overwhelm, and connection to teammates and purpose.

Area 04

Leadership & Support

Psychological safety around concerns, leaders’ boundaries, and whether the organization changes conditions when strain appears.

After the result

Use the result to ask better questions.

A higher score does not prove burnout. It means your observations justify a closer look at working conditions and employee experience.

  • Review workload, staffing, priorities, and after-hours expectations.
  • Invite confidential employee feedback rather than assuming the score speaks for the team.
  • Use existing EAP, occupational-health, or crisis procedures when someone may need qualified support.
  • Recheck after structural decisions to see whether the same signs remain visible.
Read this before acting

What this score can and cannot tell you.

It can help you

  • Organize workplace observations into four areas.
  • Notice where you lack information.
  • Prepare more specific questions for employees and leaders.
  • Choose a practical starting point for review.

It cannot

  • Diagnose burnout or any health condition.
  • Represent every employee’s experience.
  • Replace an anonymous employee survey or qualified assessment.
  • Prove that Fegud or any other program is the right intervention.
FAQ

What to know before you begin.

Ready when you are

Take five minutes. Leave with a clearer question.

No account required. Enter your first name and work email after the 12 questions to reveal the result. Your answers and score stay in this browser.

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