Burnout to Buy-In: Corporate Wellness Risk & Readiness Quiz

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Quiz Questions

1.
Our employees consistently show signs of engagement (energy, focus, initiative).
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
2.
We have a reliable process for identifying early signs of burnout before performance declines.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
3.
Our teams have realistic capacity for the workload and priorities expected of them.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
4.
Burnout is openly acknowledged as an organizational issue, not an individual weakness.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
5.
Engagement levels across departments are clear and measurable.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
6.
Leaders at all levels model healthy work habits and set realistic expectations.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
7.
Wellness, engagement, and business goals are aligned and reinforce each other.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
8.
Employees feel psychologically safe raising workload or well-being concerns.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
9.
Managers receive training and resources to support employee well-being.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
10.
Our culture encourages open communication, recognition, and trust.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
11.
Our wellness initiatives address root causes of burnout, not just surface-level perks.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Disagree
12.
Employees clearly understand how to access our wellness or mental health resources.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
13.
Daily work structures (breaks, workloads, scheduling) support well-being and focus.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
14.
Employees feel consistently recognized and appreciated for their contributions.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
15.
Team members regularly engage in healthy behaviors (movement, stress reduction, connection).
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
16.
We regularly measure burnout, engagement, and well-being across the organization.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
17.
Data from wellness or engagement initiatives is reviewed by leadership.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
18.
We can quantify the impact of burnout, absenteeism, and turnover on the business.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
19.
Decisions about wellness or workload strategy are informed by data, not assumptions.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree
20.
We assess the ROI of wellness initiatives and adjust based on what works best.
- A.
  Strongly Disagree
- B.
  Disagree
- C.
  Neutral
- D.
  Agree
- E.
  Strongly Agree

Quiz Outcomes

1.
Critical Burnout Risk
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Burnout is actively undermining performance and stability.Interpretation:Your responses indicate systemic burnout risks that are already affecting engagement, capacity, and consistency. In environments like this, turnover, absenteeism, and performance variability are often symptoms - not the core problem.Without structural changes, well-intended wellness efforts tend to stall or produce short-term relief at best.What this means:The greatest opportunity right now is stabilization: reducing strain, restoring trust, and addressing root causes that are draining energy and focus.Recommended focus:Immediate risk reduction, leadership alignment, and workload clarity.
2.
Moderate Burnout Risk
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Burnout pressure is present and beginning to leak into results.Interpretation:Your organization shows pockets of strength, but inconsistent systems and expectations are creating avoidable strain. Left unaddressed, these gaps typically widen during periods of growth, change, or increased demand.Most organizations in this range are reacting to burnout rather than proactively preventing it.What this means:Targeted adjustments can significantly improve engagement and resilience - without a full overhaul.Recommended focus:Manager capability, clearer priorities, and better use of existing wellness resources.
3.
Stable but Leaking
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Foundation is solid, but inefficiencies are quietly eroding buy-in.Interpretation:Your results suggest a generally healthy culture with specific stress points that limit performance and sustainability. Burnout here is less visible - but it often shows up as disengagement, slowed momentum, or preventable turnover.This is where many organizations plateau: “good enough,” but not fully optimized.What this means:Refinement - not reinvention - will deliver the biggest gains.Recommended focus:System alignment, measurement, and proactive burnout prevention.
4.
High-Performance Culture
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Strong alignment, resilience, and cultural clarity are in place.Interpretation:Your organization demonstrates high levels of engagement, leadership alignment, and operational support for well-being. Cultures at this level are positioned to sustain performance - even under pressure.That said, high-performing environments can still experience invisible burnout leaks if they rely on informal systems or assumptions.What this means:The opportunity now is optimization: protecting what’s working while strengthening resilience and scalability.Recommended focus:Strategic optimization, leadership development, and continuous improvement.

Burnout to Buy-In: Corporate Wellness Risk &amp; Readiness Quiz

Is your organization trending toward burnout, or building a culture of buy-in?-This 3-minute assessment evaluates your company across the four pillars of the Burnout to Buy-In Framework:Assess, Align, Activate, and Analyze.

Quiz Questions

Quiz Outcomes

Burnout to Buy-In: Corporate Wellness Risk & Readiness Quiz