StopTheBurn®
A structured approach to understanding and reducing stress and burnout —
so engagement and performance don’t quietly erode.
It is a business-focused wellbeing audit, report, and consulting approach designed to help organisations see what is really affecting focus, energy, and engagement — and what to do about it.
StopTheBurn is not a survey.
It’s not a wellbeing initiative.
And it’s not another engagement tool.
Built on insights from
63+
62,000+
Surveyed Employees
Organizations
The problem most organisations face
Most organisations already measure engagement.
Yet many still see:
➡️ rising stress and quiet burnout
➡️ capable people disengaging
➡️ performance dipping despite effort
➡️ the same issues resurfacing year after year
The issue isn’t a lack of initiatives.
It’s that stress and emotional load are rarely measured with enough clarity to act on.
Engagement is an outcome.
Stress and burnout are often the drivers underneath it.
Daily emotions
Stress, worry, recovery, emotional tone —
the mental and emotional state people bring into work each day.
Engagement
Clarity, enablement, recognition, growth, and voice - interpreted in context, not in isolation.
Cumulative stress, exhaustion, spillover into personal life, and how supported people actually feel.
Burnout risk
What StopTheBurn looks at
StopTheBurn examines three interconnected areas that directly influence performance:
Together, these reveal where capacity is being drained not just where engagement scores fluctuate
Why this matters for performance
Stress does not always show up as absence or complaints.
It shows up quietly:
reduced focus
emotional fatigue
slower decision-making
disengagement that looks like “normal functioning”
Burnout is rarely sudden.
It builds when pressure goes unmanaged.
Organisations that don’t see this layer are left reacting — often too late.
What organisations receive
A clear audit of stress, emotions, engagement, and burnout risk
A structured report highlighting key patterns, risks, and priorities
Consulting support to interpret the findings and translate them into practical next steps
This is not about adding more programmes. It’s about helping organisations make better decisions around how work is designed, led, and sustained.
StopTheBurn is designed for organisations that:
care about sustainable performance
recognise stress and burnout as business risks
want clarity before taking action
are ready to move beyond surface-level engagement data
“From silence and stress to openness and support — how a data-driven wellbeing audit transformed team culture in just three months.”
Case Study: Reducing Stress and Boosting Engagement in the Financial Sector
The Situation
We worked with a financial services organisation operating in a consistently high-pressure environment, where expectations remained high and performance targets were being met.
On the surface, teams appeared to be functioning well. However, beneath day-to-day delivery, stress and emotional load were quietly accumulating. Employees were coping, but often at the cost of energy, focus, and emotional resilience.
Early warning signs began to emerge:
▸ reduced energy and mental clarity
▸ limited openness around workload and pressure
▸ emotional fatigue that was becoming normalised
▸ engagement softening gradually rather than collapsing suddenly
Leadership and HR sensed that something was shifting, but lacked clear, evidence-based insight into where pressure was building and how to intervene without lowering standards or disrupting performance.
The Approach
To gain clarity, we conducted the StopTheBurn® Employee Wellbeing Audit, designed to make invisible stress and emotional load visible before burnout and disengagement take hold.
The audit provided leadership with:
▸ a clear picture of how stress was experienced in everyday work
▸ early indicators of burnout risk forming beneath ongoing performance
▸ insight into why engagement results looked the way they did
▸ a practical foundation for informed, targeted action
Based on the findings, we delivered two focused, complementary interventions:
▸ to support immediate emotional regulation and clarity
▸ to strengthen sustainable daily routines and resilience
Managers were supported to engage in more constructive conversations around pressure and workload, respond earlier to signs of strain, and maintain accountability while increasing psychological safety.
The Results (within 3 months)
Within three months, the organisation observed measurable and meaningful improvements:
▸ Engagement and energy levels increased by over 20%
▸ Burnout risk indicators reduced by 18%
▸ Employees reported feeling more supported and more comfortable raising workload concerns
▸ Leaders expressed greater confidence in
addressing stress early and constructively
▸ HR observed a shift toward openness, trust, and shared responsibility for wellbeing
Rather than reacting to stress once performance was already affected, the organisation moved toward preventative, informed leadership action — strengthening team resilience and sustainable performance.
The organisation developed a shared understanding of stress management and practical daily habits, allowing leaders and teams to apply consistent approaches to managing pressure in the flow of everyday work, rather than relying on ad-hoc or reactive responses.
Biggest Drivers of Stress
1 - Lack of support or recognition from leadership.
2 - Poor communication and lack of empathy.
3 - Unrealistic deadlines & results expectations
What would quietly quitting private individuals change?
1 - Company Culture and Engagement
2 - Pay and Benefits
3 - Company Wellbeing and Better Management
Workshops & Trainings
Every year, 2 out of 3 people will suffer from burnout
91% of employees report that stress negatively impacts their work
40% of employees leave their job because of burnout
Discover more:
