Firm Burnout Profile Assessment Survey

Question Title

* 1. How often do people at your firm work beyond normal hours to meet client deadlines?

Rarely — it's the exception

Sometimes — a few weeks a year

Often — it's a regular pattern

Almost always — it never really stops

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* 2. How would you describe the pace of new initiatives, changes, or priorities at your firm right now?

Slow and deliberate

Manageable — we have time to adapt

Fast — people are stretched thin

Relentless — we can't keep up

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* 3. How often does your team have real recovery time between major projects or busy seasons?

Always — it's built into our rhythm

Usually — we protect downtime

Rarely — we jump straight into the next thing

Never — there is no downtime

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* 4. How frequently do after-hours communications (emails, Slack, texts) flow from leadership to staff?

Almost never

Occasionally

Regularly

Constantly — it's the norm

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* 5. How would you describe current staffing levels relative to client and workload demands?

Well-staffed — workloads are sustainable

Slightly lean — manageable with effort

Understaffed — people are stretched

Critically short — we're in survival mode

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* 6. How often do you hear people at your firm describe feeling overwhelmed or burned out?

Rarely or never

Occasionally from some individuals

Frequently — it's a common topic

Constantly — it's accepted as normal

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* 7. How often does leadership acknowledge the effort and sacrifice your people put in?

Consistently and specifically

Sometimes, when things go well

Rarely — results get noticed, effort doesn't

Almost never

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* 8. How clearly does leadership communicate what's most important versus what can wait?

Very clearly — priorities are set and protected

Mostly clear — occasional mixed signals

Often unclear — everything feels urgent

No real prioritization — everything is urgent all the time

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* 9. How accessible is senior leadership when someone on the team needs help, guidance, or support?

Very accessible — they show up for people

Usually accessible — with some barriers

Hard to reach — people figure it out alone

Effectively unavailable for support

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* 10. How often does your firm invest meaningfully in the development of its people?

Regularly — it's a real priority

Occasionally — when time allows

Rarely — it keeps getting deprioritized

Almost never

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* 11. How safe do people at your firm feel raising concerns, admitting mistakes, or pushing back on decisions?

Very safe — candor is valued

Mostly safe — with some political risk

Risky — people filter what they say

Not safe at all — silence is the strategy

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* 12. How often do leaders at your firm check in on team wellbeing — not just performance or deliverables?

Regularly and genuinely

Sometimes, in informal ways

Rarely — it's not part of the culture

Never — wellbeing isn't a leadership conversation

Firm Burnout Profile Assessment

Question Title

* 1. How often do people at your firm work beyond normal hours to meet client deadlines?

Question Title

* 2. How would you describe the pace of new initiatives, changes, or priorities at your firm right now?

Question Title

* 3. How often does your team have real recovery time between major projects or busy seasons?

Question Title

* 4. How frequently do after-hours communications (emails, Slack, texts) flow from leadership to staff?

Question Title

* 5. How would you describe current staffing levels relative to client and workload demands?

Question Title

* 6. How often do you hear people at your firm describe feeling overwhelmed or burned out?

Question Title

* 7. How often does leadership acknowledge the effort and sacrifice your people put in?

Question Title

* 8. How clearly does leadership communicate what's most important versus what can wait?

Question Title

* 9. How accessible is senior leadership when someone on the team needs help, guidance, or support?

Question Title

* 10. How often does your firm invest meaningfully in the development of its people?

Question Title

* 11. How safe do people at your firm feel raising concerns, admitting mistakes, or pushing back on decisions?

Question Title

* 12. How often do leaders at your firm check in on team wellbeing — not just performance or deliverables?

Question Title

* 13. Enter your email to receive your results.