Ethics Assessments and Integrity Testing
we specialize in identifying and addressing the invisible drivers of workplace burnout, stress, and disengagement. Our team of licensed psychologists combines clinical insight with organizational science to measure—not guess—how your people are coping and performing under pressure. We turn subjective burnout concerns into actionable data and help organizations create healthier, more sustainable performance cultures.
Assessments Done
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Positive Satisfaction
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Used Post-Testing Services
Why these assessments are valuable
- Prevent costly turnover: Burnout is the top predictor of voluntary departure. Measuring it early helps retain key talent.
- Enhance productivity: Chronically stressed teams show 20–40% lower cognitive flexibility and innovation output.
- Mitigate risk: Psychological distress correlates strongly with safety incidents, medical costs, and absenteeism.
- Protect leadership pipeline: Managers under stress pass strain downward; identifying this cascade preserves morale and stability.
- Signal care: Formal stress assessments demonstrate that leadership takes well-being seriously, boosting trust and employer brand reputation.
What we typically assess (and how)
Each engagement is tailored to your context—frontline operations, tech teams, healthcare, education, or corporate leadership. A comprehensive burnout and stress assessment may include:
- Validated Quantitative Measures
- Maslach Burnout Inventory (MBI) – measures Emotional Exhaustion, Depersonalization, and Personal Accomplishment.
- Perceived Stress Scale (PSS) – captures the subjective experience of overwhelm and control.
- Areas of Worklife Survey (AWS) – evaluates workload, control, reward, community, fairness, and values alignment.
- Connor-Davidson Resilience Scale (CD-RISC) – gauges resilience and adaptability.
- General Health Questionnaire (GHQ-12) – screens for distress, anxiety, and somatic symptoms.
- Brief COPE / Stress Mindset Measure (SMM) – identifies coping style and appraisal patterns.
- Organizational Climate & Support Measures – psychological safety, workload fairness, autonomy, recognition, leadership empathy.
- Qualitative & Observational Inputs
- Focus groups and confidential interviews (e.g., “early warning indicators,” “energy drainers”)
- Manager 360° ratings on supportiveness, workload balancing, and communication under stress
- Review of HR metrics (absenteeism, turnover, medical claims, exit interviews)
- Optional Individual Testing (Leadership/High-Stakes Roles)
- Personality factors (e.g., NEO-PI-3, Hogan HPI/HDS) to identify stress vulnerability
- Emotional regulation and coping (e.g., EQ-i 2.0, PAI Stress Index)
- Cognitive load testing (e.g., D-REF, Trail Making Test) for decision fatigue and focus under pressure
How the results improve your bottom line
- Reduced turnover and absenteeism: Addressing key burnout drivers typically reduces attrition by 20–35%.
- Improved engagement and innovation: Psychological safety and stress recovery correlate directly with creativity and collaboration.
- Lower healthcare and EAP costs: Organizations see measurable savings within six months of reducing chronic stress scores.
- Enhanced recruitment and brand reputation: Candidates now ask about mental health culture; having verified data and improvement plans sets you apart.
- Leadership sustainability: Prevents “manager fatigue” and cascading burnout across teams, preserving decision quality and morale.
Steps in Our Engagement
Scoping (Week 0–2):
Clarify goals (e.g., reduce burnout, improve morale, address attrition) and define confidentiality protocols.
Assessment (Weeks 3–5):
Administer surveys and conduct interviews/focus groups.
Action Planning (Weeks 8–10):
Deploy assessments confidentially online or in structured workshops.
Activation (Week 9–16)
Deliver playbooks, training sessions, and executive briefings.
Follow-Up (Quarterly):
Pulse check stress metrics, track KPIs (burnout, engagement, turnover), and adjust interventions.
Ready to Learn More?
Our burnout and stress management testing turns emotional exhaustion into a solvable systems problem. With data-driven insight and psychologist-led coaching, we help organizations protect their people and their profits—building cultures where productivity and well-being coexist sustainably.
Case 1: Small Business (50 employees)
Case 1: Tech Startup (≈250 employees) — Chronic Overload & Silent Attrition
Challenge: Rapid growth led to 70-hour workweeks and disengaged engineers, though HR surveys showed “high satisfaction.”
Assessment Mix: MBI, PSS, AWS, psychological safety index, interviews with 20 engineers.
Findings:
- Emotional exhaustion averaged 4.7/6—masked by high “pride scores.”
- Major mismatch in reward and control dimensions.
- Leadership underestimated emotional fatigue due to “grit culture.”
Interventions: - Instituted rotating “recharge Fridays” and peer recognition system.
- Clarified project ownership, reducing rework.
- Trained managers in compassionate check-ins.
Outcomes (6 months): - Burnout scores dropped 29%; turnover down 24%.
- Innovation sprint participation +35%.
- Recruitment referrals doubled after publishing mental-health commitments.
Case 2: Mid-Sized Technology Company (500 employees)
Case 2: Healthcare Network (≈5,000 employees) — Nurse Burnout Crisis
Challenge: Post-pandemic stress caused rising absences and patient satisfaction declines.
Assessment Mix: MBI, GHQ-12, resilience scale, focus groups, workload analysis by shift.
Findings:
- Emotional exhaustion and depersonalization high in night shifts; lack of recognition and role clarity cited.
- Leaders unaware of the daily cognitive overload from electronic charting and constant alarms.
Interventions: - Simplified charting templates; added “pause points” during shifts.
- Resilience training + peer support groups led by psychologists.
- Quarterly recognition program tied to patient outcomes.
Outcomes (9 months): - Exhaustion down 33%; GHQ-12 distress −28%.
- Voluntary turnover −18%; patient satisfaction +15%.
- Medical error rate dropped 12%, saving ~$600K annually
Case 3: Large Multinational (20,000 employees)
Case 3: Financial Services Firm (≈1,000 employees) — Stress, Cynicism & Quiet Quitting
Challenge: Hybrid work blurred boundaries; mid-level managers reporting high irritability and decision fatigue.
Assessment Mix: MBI, Stress Mindset Measure, NEO-PI-3 (leadership subset), manager 360° surveys.
Findings:
- Depersonalization elevated in compliance and operations groups.
- Managers scoring high in Conscientiousness but low in Emotional Regulation were near burnout.
- Employees lacked perceived autonomy over workloads.
Interventions: - Introduced “adaptive workflow” policy allowing 2-hour focus blocks daily.
- Leadership coaching on emotional regulation and realistic expectation-setting.
- Company-wide stress awareness campaign with internal champions.
Outcomes (6 months): - Burnout rates −26%; stress mindset shifted from “threat” to “challenge” for 68% of participants.
- Retention +14%; internal promotion rates +10%.
- Employee engagement scores up 22%, especially in “manager support.”
Deliverables
- Team-Level Burnout Profile: visual heatmaps by department, role, or tenure.
- Workload & Resource Balance Index: identifies mismatch between demands and control/support.
- Organizational Stress Drivers: systemic factors (e.g., unclear priorities, poor communication flow).
- Resilience & Coping Map: highlights adaptive teams and at-risk clusters.
- Leadership Resilience Dashboard: aggregates manager stress profiles with coaching guidance.
- Action Plan Playbook: practical interventions with timeline, ownership, and sample metrics (e.g., workload redistribution, policy change, peer support systems).