Sustainable Framework Self-Assessment for Healthcare Leaders: Uncover Drivers of Burnout & Turnover in Your Organization

Quiz Questions

• 1.
  How consistently does your team create space for emotional check-ins (huddles, debriefs, or reflections) where staff can name stress, notice overload, and identify what support is needed?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited application
  • C.
    Sometimes, but not consistently
  • D.
    Often with minor inconsistencies
  • E.
    Very often and consistently practiced
• 2.
  How often are staff acknowledged in ways that align with your organization’s stated values, rather than solely on productivity or output?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited application
  • C.
    Sometimes, but not consistently
  • D.
    Often with minor inconsistencies
  • E.
    Very often and consistently practiced
• 3.
  How consistently do staff across roles have protected time for meals, breaks, and basic self-care (rest, hydration) built into the daily workflow?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited application
  • C.
    Sometimes, but not consistently
  • D.
    Often with minor inconsistencies
  • E.
    Very often and consistently practiced
• 4.
  How intentionally are schedules, rotations, and rest spaces designed with frontline staff to prevent exhaustion and support real recovery between shifts?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited implementation
  • C.
    Sometimes, but not consistently
  • D.
    Often, with minor inconsistencies
  • E.
    Very often and consistently practiced
• 5.
  How often do senior leaders visibly model wellness (setting boundaries, using resources, honoring limits) in their own behavior?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited application
  • C.
    Sometimes, but not consistently
  • D.
    Often, with minor inconsistencies
  • E.
    Very often and consistently practiced
• 6.
  How often is feedback from staff actively sought out to inform decisions or improvements?

  • A.
    Rarely or almost never
  • B.
    Occasionally with limited application
  • C.
    Sometimes, but not consistently
  • D.
    Often, with minor inconsistencies
  • E.
    Very often and consistently practiced

Quiz Outcomes

• 1.
  Significant Strain: Your Current Way of Working is Not Sustainable

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  Your results indicate significant strain across multiple areas. This points to a high risk of burnout, disengagement, or turnover if conditions don’t change. It’s important to underscore: this is not a reflection of anyone’s commitment or capability—it’s a signal that the system itself is not set up to support sustainable practice.At this level, individual coping strategies will never be enough on their own. What’s needed is a system-level reset: revisiting workload, staffing, rest, recognition, and leadership expectations so your people are no longer forced to choose between their wellbeing and the work.This assessment is a starting point. It gives you language and data you can use to advocate for change and to design a more sustainable path forward.
• 2.
  Emerging Strain: The Current Way of Working is Becoming Unsustainable

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  Wellness practices exist, but there are visible weak spots across several domains. Strain is starting to show up in ways that, if ignored, can escalate into broader burnout, disengagement, and turnover. This is the “early warning” zone where targeted adjustments now can prevent bigger problems later.
• 3.
  Moderate Gaps: You're Managing but it's Costing Something

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  Your results suggest that your culture has important strengths in place, but they’re unevenly applied. Some teams or leaders are modeling and supporting wellbeing well; others may be operating in survival mode.This is a pivotal range: things are working well enough to function, but not always in a way that feels sustainable. By clarifying expectations, tightening systems, and strengthening leadership modeling, you can close these gaps before they turn into strain or turnover risk.Pay special attention to any domains you rated a 3 or below—those are high-leverage places to start.
• 4.
  Strong Foundation: Your Culture has Healthy Roots

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  Your results suggest that your current way of working is largely sustainable. You have meaningful practices in place that support wellbeing, connection, and performance across your team.At this level, the work is less about starting from scratch and more about protecting what’s working—and tightening any domains that scored a 3 or below so small cracks don’t grow over time.Use this snapshot to celebrate progress, share what’s working, and identify one or two areas where you can move from “good” to “excellent.”