8 anonymous questions measuring energy, stress, rest quality, mental health openness, team support, and motivation. AI detects burnout risk patterns across your teams before they escalate, so you can intervene early instead of reacting to sick leave and resignations.
Use This Template FreeA syndrome resulting from chronic workplace stress, characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Recognized by the WHO (ICD-11) as an occupational phenomenon. Costs employers an estimated $3,999-$20,683 per affected employee annually.
Being physically present at work but mentally disengaged due to health issues. Costs organizations an estimated 10x more than absenteeism because it's invisible and widespread.
A work environment where employees feel safe to discuss mental health challenges, ask for support, and set boundaries without fear of stigma or career consequences.
I've analyzed the results and summarized the key themes — with actionable recommendations for your team.
An employee wellbeing survey — also called wellness check, mental health survey, or workplace stress survey — measures physical and psychological health indicators in the work context. It goes beyond engagement surveys by specifically tracking burnout risk factors: energy depletion, stress manageability, rest quality, and psychological safety around mental health topics.
The WHO estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity. Meanwhile, 82% of employees report being at risk of burnout (Mercer 2025). Regular wellbeing checks help organizations detect declining trends before they become sick leave, presenteeism, or turnover. Our template uses 8 anonymous questions, short enough to run monthly, and AI generates a team wellbeing report with burnout risk scores and concrete recommendations.
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Detect declining wellbeing trends before they become burnout, sick leave, or resignations. A 0.5-point drop in any dimension over two months is a red flag. AI catches these patterns automatically.
82% of employees are at risk of burnout. Burnout costs the global economy $322 billion annually.
AI generates a composite burnout risk score per team by combining energy, stress, rest, and motivation dimensions, identifying at-risk teams that need immediate support before individual symptoms escalate.
Combined multi-dimension analysis is 3x more predictive of burnout than single-question pulse checks.
Mental health topics require maximum psychological safety. Full anonymization encourages honest answers about stress, energy, and wellbeing, topics employees rarely share directly with managers.
Only 30% of employees would share mental health concerns with their manager directly (Mind Share Partners).
8 anonymous LIKERT-scale questions, one per wellbeing dimension. Covering energy, stress, rest quality, team support, mental health openness, psychological wellbeing, motivation, and overall wellness. Short enough to run as a monthly pulse survey without causing survey fatigue.
I feel energized at work.
Energy level is the earliest indicator of wellbeing change. It drops before other burnout symptoms like cynicism or reduced performance appear.
My stress level is manageable.
Subjective stress manageability predicts burnout onset more reliably than objective workload measures. It captures the gap between demands and perceived resources.
I get enough rest and recovery outside of work.
Rest quality is the recovery mechanism that prevents stress from accumulating into burnout. Chronic sleep disruption and inability to disconnect are the strongest burnout accelerators.
I feel supported by my team and manager.
Social support is the strongest protective factor against workplace burnout. Employees who feel supported are 70% less likely to experience burnout (Gallup).
I can openly talk about my wellbeing at work.
Openness to discuss wellbeing is a proxy for psychological safety around mental health. If this scores low, employees are hiding struggles that could escalate.
I feel psychologically well at work.
Direct psychological wellbeing assessment captures what the other dimensions miss: the overall mental health state that results from the combination of all workplace factors.
I feel motivated in my daily work.
Motivation loss is a late-stage burnout indicator. When motivation drops while stress stays high, the burnout cycle is accelerating. This combination triggers the AI risk alert.
Overall, I would rate my wellbeing as good.
The overall wellbeing anchor question serves as validation: if dimension scores are high but overall wellbeing is low, there are hidden stressors the other questions don't capture.
Short and frequent beats long and rare. 8 questions every month tracks employee wellness trends effectively without causing survey fatigue. This is a wellbeing pulse survey by design.
A 0.5-point drop in any dimension over 2 months is a red flag for burnout risk. AI highlights these declining trends automatically and alerts you before they become critical.
AI flags teams with the burnout risk pattern: consistently low energy combined with high stress and declining motivation. This combination predicts burnout 3x better than any single indicator.
Low scores may need workload adjustment, additional support resources, flexible working arrangements, or management coaching. Track whether your interventions actually move the scores. AI compares month-over-month trends.
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Teamo AI calculates a composite burnout risk score per team by combining energy, stress, rest, and motivation dimensions. It flags teams that need immediate support, shows month-over-month trends, and generates specific intervention recommendations based on the dimension pattern.
Select the Employee Wellbeing Check survey. Send it to your team. Ideal as a recurring monthly or quarterly wellness pulse check.
8 anonymous LIKERT-scale questions covering all key wellbeing dimensions. Quick enough to run monthly without survey fatigue. GDPR-compliant. No personal data collected.
AI generates a team wellbeing report with burnout risk scores, trend analysis, team comparisons, and concrete intervention recommendations. Ready for your next leadership meeting.
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