Answer a short checklist; rate your current strain. Instant results highlight drivers and protective habits. Download reports, track changes, and plan healthier weeks ahead.
Tune inputs to match your last 2–4 weeks.
Sample entries show how inputs map to the estimated tier.
| Profile | Work hrs | Overtime | Sleep | Stress | Support | Estimated tier |
|---|---|---|---|---|---|---|
| Balanced schedule | 40 | 0 | 7.5 | 3 | 8 | Low |
| Busy quarter | 55 | 10 | 6.2 | 6 | 6 | Moderate |
| Chronic overload | 65 | 18 | 5.4 | 8 | 4 | High |
| Exhaustion pattern | 70 | 22 | 4.8 | 9 | 3 | Severe |
This estimator converts each factor into a 0–1 scale, applies weights, then scales to a 0–100 score.
Score = 100 × (0.22·Stress + 0.16·Workload + 0.16·SleepDeficit + 0.12·Symptoms
+ 0.12·Cynicism + 0.10·(1−Accomplishment) + 0.06·(1−Control) + 0.06·(1−Support))
The estimator converts nine workplace and wellbeing inputs into a 0–100 score. Stress and workload carry the largest weights, together contributing 38% of the model. Sleep deficit contributes 16%, reflecting how recovery capacity changes weekly performance. Protective factors reduce risk when high: control, support, and accomplishment.
Scores below 30 indicate low strain and stable recovery habits. A 30–54 range indicates moderate risk where small changes create fast relief. The 55–74 tier indicates high risk and often appears during deadline cycles. A score of 75 or higher signals severe strain requiring immediate load reduction.
For example, moving from 60 to 50 weekly hours can cut the workload index by roughly a third. If stress drops from 8 to 6, the stress component falls 20 points. These two shifts often reduce the total score by about 10–18 points in practice quickly.
Weekly hours above 40 increase the workload index, with the steepest change between 40 and 60 hours. Overtime intensifies the workload component when it exceeds 10 hours weekly. Sleep uses a 7.5-hour target; values near 5 hours produce a full deficit score. Improving sleep by 60 minutes can meaningfully lower the deficit component.
The driver table ranks the highest contributing factors from 0 to 100. Use the top two drivers as your focus, not every item. If stress is highest, try boundary changes, clearer priorities, and reduced context switching. If cynicism rises, use role clarity, feedback loops, and short wins to rebuild engagement.
Recalculate using the same timeframe, ideally every 7 days. Export the CSV to build a trend line and compare scores across projects. A sustained drop of 8–12 points often reflects improved workload planning and better sleep. A rising score across two weeks suggests the current pace is not sustainable.
Combine the score with job design decisions: delegation, role scope, and resource requests. High scores with low control suggest negotiating autonomy or redefining expectations. High scores with low support suggest building mentorship, peer backup, or management alignment. Treat the report as a conversation starter for healthier performance planning.
No. It is an informational estimate based on self-reported inputs. If symptoms are persistent, severe, or impairing, seek professional help for assessment and support.
Weekly works best. Use the same 2–4 week reference window each time, then compare exports to see whether drivers improve after workload or sleep changes.
Target the top driver. Common quick wins include reducing overtime, protecting uninterrupted work blocks, and restoring sleep duration for several nights in a row.
Higher autonomy and stronger support buffers workload and stress. In the formula, these are protective inputs; when they are low, their risk terms increase the score.
Yes. Download after each run and append rows to a spreadsheet. Track the score and top drivers to identify recurring pressure points across busy periods.
Treat it as urgent. Reduce demands, increase recovery time, and reach out for support. If you feel unsafe or in crisis, contact local emergency services immediately.