Assessment

Staff Burnout & Wellbeing Assessment Tool

An interactive, short validated-style survey with facilitator guidance, an interventions catalog, a 90-day pilot plan template, and baseline measurement fields so teams can diagnose burnout risks, agree immediate actions, and save structured responses for follow-up.

Interactive Tool

Staff Burnout & Wellbeing Assessment Tool

Purpose

This interactive assessment helps teams quickly diagnose workforce stressors, discover resilience assets, select rapid interventions, and capture a 90-day pilot plan with measurable baselines. Use it in a 30–45 minute facilitated huddle. Responses save to your organizational content data so leaders can track follow-up and improvement.

Estimated time

15 minutes to complete the survey individually (or as a quick team pulse), 20–30 minutes for facilitated debrief and planning.

Facilitator guidance

Before you begin: explain confidentiality and purpose—this exercise is for improvement, not punishment. Invite honest answers. If running with mixed roles (clinical + operations + HR), encourage psychological safety: no attribution during the debrief unless permission is given.

Debrief prompts

  • What patterns do you see across workload, control, reward, and community?
  • Which items point to systemic causes vs. short-term disruptions?
  • Which 1–3 rapid interventions could relieve immediate burden without causing harm elsewhere?
  • Who will own follow-up, and which measures will tell us if the intervention worked?
Workload includes staffing levels, patient acuity, and administrative burden.
1.0 10.0
Control covers input into schedules, processes, and clinical decisions where appropriate.
1.0 10.0
Reward includes recognition, meaningful feedback, and appropriate compensation.
1.0 10.0
Community includes teamwork, communication, and mutual help.
1.0 10.0
Perceptions of fairness strongly affect morale and retention.
1.0 10.0
Values misalignment can increase stress even when operations run smoothly.
1.0 10.0
Be specific (e.g., staffing gaps on night shift, frequent EHR interruptions, unclear float-pool process).
Examples: strong pre-shift huddles, peer mentor program, flexible scheduling, mental health resources.
Choose 1–3 to pilot; consider small tests that don't shift risk to other teams.
Be concrete: who will do what by when?
State a clear outcome (e.g., reduce average weekly overtime by 20% in Unit A).
List the steps the team will take to test the interventions, including safeguards.
Who is accountable for running the pilot and reporting back?
Typical pilots run 6–12 weeks. Use this field to schedule checkpoints.
Choose 2–4 measures (example: average overtime hours, staffing fill rate, staff burnout score).
Enter your local baseline (use 0.1 decimal if needed).
Useful for tracking acute stress impact.
Approximate percent of staff leaving per year.
If you already measure burnout on a 0–100 scale, enter average here.
Enter recent baseline to monitor safety impact.
Capture observations, concerns, and non-attributed qualitative input to guide leadership.
Individual identities will be protected unless you opt in to be contacted.
You can explore this tool now. Sign in or create an account to save your responses and return to them later.
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Make this tool part of your work

Save a personal copy, bring it to your team, or tailor the questions and workflow to fit what you are hungry to improve.

Member customization and team collaboration are coming soon.
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Discussion

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