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Burnout Survey Questions

With our employee burnout survey template, you can identify the problem and minimize burnout and work-related stress in your company.

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Burnout is a significant concern in the modern workplace, affecting employees across various industries and levels of experience. It’s essential for organizations to identify and address burnout to ensure the well-being of their workforce and maintain productivity. One effective way to assess and tackle burnout is through surveys and questionnaires.

In this guide, we will explore the key aspects of assessing burnout, including how to ask the right questions, which questionnaires to use, and best practices for measuring employee burnout.

What Are Employee Burnout Symptoms?

Burnout is not a condition that affects everyone in the same way, and the severity of emotional health symptoms can differ from person to person. Moreover, personal life factors, workplace culture, and external stressors can all impact the presence of these symptoms.

Identifying and addressing these symptoms early through various interventions like stress management, reducing workload (too many projects), and providing support to employee wellbeing is crucial. Doing so can help avoid employee burnout from becoming chronic and harmful to individuals and organizations.

Physical Symptoms:

  • Persistent fatigue and exhaustion, even after a full night’s sleep.
  • Frequent headaches, muscle tension, or physical aches and pains.
  • Changes in sleep patterns, such as insomnia or oversleeping.
  • Weakened immune system, leading to more frequent illnesses.
  • Digestive problems, such as stomachaches or irritable bowel syndrome (IBS).
  • Increased susceptibility to chronic health conditions like hypertension or heart disease.

Emotional Symptoms:

  • Feelings of constant stress and anxiety.
  • Mood swings, irritability, and a short temper.
  • A sense of hopelessness or helplessness.
  • Decreased sense of accomplishment or satisfaction in one’s work.
  • Increased cynicism and a negative outlook toward work or colleagues.
  • Emotional detachment or a sense of emotional numbness.

Behavioral Symptoms:

  • Decreased job performance and productivity.
  • Procrastination and difficulty concentrating on tasks.
  • Increased absenteeism and a higher likelihood of calling in sick.
  • Withdrawal from work-related social activities and colleagues.
  • Escalating use of coping mechanisms like caffeine, alcohol, or unhealthy eating habits.
  • Neglecting self-care and personal responsibilities outside of work.

Cognitive Symptoms:

  • Difficulty in making decisions and problem-solving.
  • Memory lapses and forgetfulness.
  • Reduced creativity and innovation.
  • Persistent rumination and worrying about work-related issues.
  • Decreased ability to focus and maintain attention.

Interpersonal Symptoms:

  • Strained relationships with colleagues and supervisors.
  • Decreased empathy and understanding toward others.
  • Increased conflicts and disagreements at work.
  • A decline in teamwork and collaboration.
  • Reduced willingness to engage in social interactions.

Work-Related Symptoms:

  • Decreased job satisfaction and enthusiasm.
  • Loss of interest in one’s career or professional goals.
  • Feelings of being overwhelmed by workload and responsibilities.
  • Increased turnover intentions or thoughts of leaving the job.
  • Reduced commitment to the organization.

How Do You Test for Employee Burnout?

Utilizing well-constructed employee wellbeing survey questions and effective questionnaires can help organizations identify, measure, and address burnout among their workforce. Testing for employee burnout (mental health) involves a systematic approach to gather data, analyze results, and take action.

Here are the steps to effectively test for mental exhaustion:

Select the appropriate questionnaire:

Choose a burnout questionnaire that aligns with your organization’s goals and the nature of your workforce.

Administer the survey:

Ensure that the survey is administered in a way that promotes honest and candid responses. Anonymity and confidentiality are essential to encourage employees to share their true feelings.

Analyze the results:

Once you have collected survey responses, analyze the data to identify trends, serious problems, patterns, and areas where burnout is most prevalent.

Identify potential causes:

Use the survey results to identify potential causes of burnout, such as excessive workload, lack of control, or poor work-life balance.

Take action:

Develop strategies and interventions to address the identified stressful situations. This may include workload adjustments, stress management programs, or changes in organizational culture.

Monitor progress:

Continuously assess burnout levels and the effectiveness of interventions over time to ensure sustained improvements in employee well-being.

How Do You Ask For Burnout in a Survey?

By following these guidelines, you’ll be able to construct survey questions that effectively measure burnout levels. Let’s create questions that make a difference!

  • Use a scale:

Implement a Likert scale (e.g., from „strongly disagree“ to „strongly agree“) to measure the intensity of burnout-related feelings and experiences. For example, „I feel emotionally drained at work.“

  • Be specific:

Ask direct questions about symptoms and manifestations of burnout, such as „Do you often feel exhausted after work?“ or „Do you find it difficult to concentrate on tasks?“

  • Include both positive and negative statements:

This helps reduce response bias and provides a more balanced view of an individual’s burnout levels.

  • Use open-ended questions:

In addition to Likert scale questions, include open-ended questions to allow respondents to elaborate on their experiences and provide qualitative insights.

Employee Burnout Survey Questions (Examples)

  • Emotional Exhaustion:
  1. On a scale from 1 to 5, how often do you feel emotionally drained at work?
  2. How often do you feel physically and emotionally exhausted after a day of work?
  3. Do you find it challenging to remain enthusiastic about your job?
  4. Are you often emotionally depleted by the end of the workweek?
  5. Do you frequently feel like your emotional resources are depleted at work?
  • Depersonalization:
  1. Do you sometimes distance yourself emotionally from your colleagues or clients?
  2. How often do you find yourself becoming cynical or indifferent in your interactions with coworkers?
  3. Have you noticed that you’re less empathetic toward the people you work with?
  4. Are you more likely to view colleagues or clients as problems rather than individuals?
  5. Do you sometimes treat your colleagues or clients impersonally to protect yourself emotionally?
  • Personal Accomplishment:
  1. How often do you feel a sense of achievement from your work?
  2. Do you feel like you make a difference in the lives of those you serve (e.g., clients, customers, patients)?
  3. Are you satisfied with your professional accomplishments?
  4. Do you feel competent and effective in your role?
  5. How often do you find joy and satisfaction in your work?
  • Workload and Stress:
  1. Do you feel overwhelmed by your workload?
  2. Are you frequently required to work long hours or take work home with you?
  3. How often do you feel pressured to meet unrealistic deadlines?
  4. Is your workload manageable, or do you often feel swamped with tasks?
  5. Are you provided with adequate resources and support to handle your job responsibilities?
  • Work-Life Balance:
  1. Do you struggle to maintain a healthy work-life balance?
  2. How often do work-related issues interfere with your personal life?
  3. Are you able to disconnect from work when you’re off-duty?
  4. Do you feel pressured to be available for work outside of your regular working hours?
  5. Are you satisfied with the balance between your work and personal life?
  • Job Satisfaction:
  1. On a scale from 1 to 5, how satisfied are you with your current job?
  2. Are you content with the opportunities for career growth and advancement in your organization?
  3. How would you rate your relationship with your immediate supervisor?
  4. Are you proud to work for your organization?
  5. Do you feel that your contributions are valued by your employer?
  • General Well-Being:
  1. How often do you experience symptoms of physical or mental stress (e.g., headaches, anxiety) related to work?
  2. Are you getting enough sleep and rest outside of work?
  3. How would you rate your overall well-being in relation to your job?
  4. Are you experiencing any physical health issues that you believe are related to your job?
  5. Do you feel that your job is negatively impacting your personal life or health?

Remember to adapt and customize these questions to fit the specific context and objectives of your survey. Additionally, consider using Likert scale responses (e.g., strongly disagree to strongly agree) to measure the intensity of burnout-related feelings and experiences.

Providing a mix of both positive and negative statements can also yield more nuanced insights into employee burnout levels.

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