Email address *

What best describes your company size? *

Other, explain:

What is your current work model? *

Other, explain:

In the last 12 months, where have you seen signs of overload or performance strain?

(Select all that apply)

Other, explain:

How do you currently monitor overload / burnout risk?

(Select all that apply)

Engagement surveysManager feedbackHR analytics (sick leave, attrition, etc.)Self-reported / anonymous signalsWe don't track this in any structured way

Other, explain:

What usually triggers action or budget in this area?

Crisis (burnout case, exits, conflict, PR risk)Bad survey resultsLeadership pressure / intuitionStrategic change (growth, RTO, reorg, M&A)We rarely take structured action here

Other, explain:

Which of these do you currently invest in?

(Select all that apply)

Mental health / wellbeing apps or EAPWorkshops / trainingsTeam integrations / offsites / workationsExtra days off / mental health daysLearning & development budgetsNothing structured

Other, explain:

Which statement best describes your budget situation for wellbeing / performance / people initiatives?

We have a dedicated, recurring budgetWe fund things ad-hoc when neededBudget exists but is under heavy scrutinyNo real budget, only exceptional casesNot sure

Other, explain:

Which statement is closest to reality?

Our initiatives clearly improve performance and wellbeingSome help, some are mostly "nice to have"Most are checkbox activities with unclear impactWe honestly don't know if they work

Other, explain:

What is the main obstacle to doing this better?

Other, explain:

How confident are you that you can link wellbeing / recovery initiatives to business outcomes (performance, retention, sick leave, etc.)?

Very confidentSomewhat confidentNot very confidentNot at all

Other, explain:

Who would need to be involved to approve something like this?

(Select all that apply)

Other, explain:

How relevant is this topic for your organization in the next 12 months?

Very relevant (already a problem or upcoming risk, e.g. growth or RTO)Somewhat relevantLow priorityNot relevant

Other, explain:

If you could change one thing about how your company handles overload, performance pressure, or recovery today — what would it be?

(Optional)

How do you deal with digital overload and employee wellbeing in your organization?