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| Profile | EE avg | CY avg | Reduced Efficacy avg | Severity Index | Level |
|---|---|---|---|---|---|
| Balanced workload | 1.40 | 1.10 | 1.50 | 22.2 | Low |
| Busy quarter | 3.50 | 2.80 | 3.10 | 52.2 | Moderate |
| Chronic overload | 5.00 | 4.60 | 4.30 | 78.9 | Severe |
Emotional Exhaustion reflects depleted energy, slower thinking, and reduced patience. Cynicism captures distancing behaviors, reduced empathy, and negative work talk. Reduced Efficacy is computed by reverse-scoring confidence items, so lower effectiveness increases severity. Viewing subscales separately helps you target the right intervention instead of guessing. For example, high exhaustion with low cynicism suggests rest and load redesign, while high cynicism often signals values conflict or poor team climate.
The index rescales the weighted average of subscales to a 0–100 range for quick interpretation. Moderate scores often show concentrated strain in one domain, while high scores usually combine exhaustion and detachment. Use the score as a planning metric, not a label, and pair it with workload and recovery actions. Treat 35, 55, and 75 as practical checkpoints where you escalate support and track outcomes.
Weights allow teams to emphasize the factor most linked to performance risk. For client-facing roles, cynicism may predict relationship damage, so a higher weight can reveal early drift. For high-volume operations, exhaustion can dominate errors and absenteeism. Keep weights stable for trend tracking, and change them only with documented rationale. If you adjust weights, record the date so future comparisons remain fair.
Weekly or biweekly measurement reduces noise and highlights direction. A sustained increase of 8–12 points over three checks is often more meaningful than a single spike. If the score reaches the high or severe bands, prioritize immediate load reduction, role clarity, and recovery time. Share exports to align managers, coaches, and HR on the same evidence. Also review overtime, meeting hours, and sleep debt to identify the drivers behind the number.
Combine three levers: demand control, resource building, and recovery protection. Demand control includes meeting caps, fewer context switches, and realistic deadlines. Resources include mentoring, skill support, and tool improvements. Recovery protection includes uninterrupted breaks, sleep routine stabilization, and firm after-hours boundaries. Reassess after changes to verify impact and prevent relapse. When scores improve, lock in the routines that created the change, then monitor monthly for sustainable performance outcomes.
Weekly or every two weeks works best. Use the same time window and similar day of week. Consistent timing reduces noise and makes trend changes easier to interpret.
Weights adjust how strongly each subscale influences the overall index. Keep them at 1.00 for a neutral view, or increase one domain when it best reflects your role’s primary risk.
Effectiveness items measure positive functioning. Reverse scoring converts them into severity signals so low confidence and poor coping increase the burnout index consistently across all items.
Use caution. Roles, workload, and culture differ. Comparisons are most useful within the same team and time period, using identical weights and the same retake schedule.
Reduce demands quickly, clarify priorities, and protect recovery time. Share results with a manager or coach, and consider professional support if symptoms persist or daily functioning declines.
No. It is a planning and reflection tool. If you have intense distress, sleep disruption, or thoughts of self-harm, seek professional help or local emergency support immediately.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.