Built on insights from

63+

62,000+

Surveyed Employees

Organizations

THE ORGANIZATIONAL REALITY

In most organizations:

• Stress builds quietly

• Engagement erodes gradually

• Burnout appears late

• Attrition looks “sudden”

• Leaders react after damage is done

  
  

In reality, performance rarely collapses overnight.

It slowly degrades under sustained pressure — while people remain busy, professional, and outwardly functional.

In most organisations, these patterns remain invisible because pressure does not appear in traditional reports or dashboards.

Daily emotions

Stress, worry, recovery, 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

The StopTheBurn® Wellbeing Audit is a structured, confidential diagnostic designed for busy organisations.

▸ Anonymous employee survey

▸ 10–15 minutes per participant

▸ Science-based questions

▸ GDPR-compliant

▸ Designed to minimise disruption

The audit is designed to support leadership decision-making
— not to measure satisfaction or sentiment.

THE LEADERSHIP & HR BLIND SPOT

In many organisations:

• Leaders rely on anecdotes

• HR data is lagging

• Exit interviews come too late

• Issues surface only when critical

• Pressure signals are fragmented across teams

As a result, pressure is rarely discussed early or clearly.

It remains spread across conversations, teams, and symptoms, without a single, trusted picture leaders can act on.

In most organisations, this means pressure is detected only after it becomes expensive, through disengagement, attrition, or leadership fatigue.

Together, these dimensions reveal where pressure is already affecting focus, energy, decision-making, and execution — even when performance still looks “normal”.

StopTheBurn® makes invisible pressure visible before it becomes costly.

VALUE FOR LEADERSHIP

StopTheBurn® gives leadership earlier visibility into pressure — so action happens before performance, culture, or retention are affected.

Leaders gain:

▸ Earlier risk detection
▸ Better-informed people decisions
▸ Clearer prioritisation of action
▸ Fewer surprise issues or attrition
▸ Greater confidence under pressure

OUTPUT & REPORTING

Within a short timeframe, HR and leadership receive:

▸ Executive-ready reporting
▸ Clear patterns, not raw data
▸ No individual identification
▸ Practical, prioritised insights

The output is designed to help HR and leadership teams prioritise action, not interpret datasets.

VALUE FOR THE ORGANIZATION

Rather than reacting late to burnout, disengagement, or attrition, the organisation can address root causes before they affect delivery, culture, or results.

This results in:

▸ Stronger, more sustainable engagement
▸ Reduced burnout risk across teams
▸ Clearer trust signals and alignment
▸ A measurable baseline for action
▸ More predictable people outcomes

The process does not stop at data.

StopTheBurn® includes interpretation and advisory support — helping leaders understand why patterns exist and what needs to change in routines, expectations, communication, and leadership behaviours.

Data is only useful when it leads to leadership action.

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

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

Workshops & Trainings

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