Employee burnout isn’t always visible, but it is measurable. In our latest Future of Benefits Report, we uncovered a startling gap between perception and reality: 69% of employees report feeling burned out, while employers estimate only 45% of their workforce is burned out.
And one of the biggest drivers of burnout? Caregiving responsibilities. 78% of employees surveyed in the report say that difficulty balancing work with child care, senior care, or other family responsibilities impacts their stress levels on the job.
These aren’t just statistics. These are calls to action. So we created this Employee Burnout Survey, a quick, pre-built tool HR leaders can use to check in with their teams and identify early signs of burnout.
Whether you’re crafting your next wellness initiative or evaluating family care benefits, this pulse check can help you listen first, then lead with impact.
How to use this survey
- Keep it anonymous. You’ll get more honest, helpful responses if employees know their feedback is confidential.
- Set a clear intention. In your intro message, explain that this survey is about better understanding employee well-being, not performance.
- Don’t wait for perfection. A pulse survey doesn’t need to be comprehensive. It’s about opening up a feedback loop.
- Time it well. Avoid busy times like quarter-end or holidays. Keep the survey open for at least 10-15 business days.
Your copy-and-paste burnout survey template
Here’s a short, thoughtful pulse survey you can send using tools like Google Forms, Microsoft Forms, SurveyMonkey, or even your HR platform (like Workday).
Each statement below is designed to reflect how employees might feel. Ask respondents to rate their level of agreement on a 1-5 scale (1 = Strongly Disagree, 5 = Strongly Agree).
Section 1: Burnout check-in
- I feel emotionally and physically drained at the end of most workdays.
- I often feel overwhelmed by my responsibilities at work.
- I’ve noticed a drop in my motivation or productivity recently.
- I’m finding it harder than usual to focus or stay engaged.
- Family responsibilities make it harder for me to recharge outside of work.
- I struggle to balance work with caring for children or aging parents.
Section 2: Support & resources
- I feel comfortable talking to my manager or HR about stress or burnout.
- I know what support resources and benefits are available to me.
- I feel that my employer genuinely cares about employee well-being.
- I believe my current workload is manageable.
- I have the flexibility I need at work to handle personal or family responsibilities.
- I have the employee benefits I need to help me manage my family responsibilities.
Section 3: Optional open-ended questions
- What’s one thing that would help reduce your work-related stress?
- Are there any benefits or resources you wish we offered?
- Anything else you’d like to share?
How to score and use the results
This pulse survey is designed to surface trends, not assign individual burnout “grades.” But here’s how to interpret the responses:
Scoring basics
- Each statement is validated on a 1-5 scale (1 = Strongly Disagree, 5 = Strongly Agree).
- For most statements, lower scores indicate higher burnout risk, except for positively framed ones (such as “I feel that my employer genuinely cares about employee well-being”).
Analyze the data
- For each statement, calculate the average score.
- Scores below 3.5 may indicate areas of concern.
- Statements consistently scoring 2 or below highlight the more urgent issues.
Watch for patterns
- Do responses cluster around workload? Lack of support? Family care challenges?
- Group responses into themes (such as emotional exhaustion, resources, flexibility) to find actionable insights.
Track over time
- Re-run the same survey at a later date to measure progress, or catch early warning signs before burnout worsens.
A check-in today can prevent an exit tomorrow
Burnout doesn’t just show up in exit interviews–it simmers in the silence before. Sending a quick check-in like this shows employees that you’re paying attention, that you care, and that you’re ready to respond. Because when employees feel seen and supported, everyone wins.
Need help interpreting the results or building a stronger care strategy? Connect with our team. We’re here to help.
