Burnout Intervention Planning Guide

This planning guide is designed to help you identify key demands, resources, and opportunities for change at each level of the IGLOO model. To get started, think about your target population for a possible burnout prevention intervention. This is generally the work group, team, or department you supervise, manage, or lead. Once you have a work unit in mind, respond to the questions and prompts provided.


Part 1 is designed to help you focus on identifying key demands, resources, and demand-resource gaps. You can then find ways to address these gaps at multiple levels. To use this tool, consider the question in each row. For each question, consider influences that impact your workers at each level of the IGLOO framework (individual, group, leader, organization, and overarching context). Each level has a corresponding column in the table. Consider each box for every question, even if you do not necessarily identify an idea/thought for every single level.

For Part 2, focus on one or two strategies that you have identified to reduce burnout risk. Reflect on these strategies and provide more detail regarding how you can put each strategy into action. The questions provided in that section will help you to identify the key design elements and contextual considerations that can impact the success of your intervention.

You can complete this guide on your own as a leader, manager, or supervisor. However, we also suggest gathering input from individual workers, work teams, and other leaders in the organization to avoid missing any areas of concern or areas of opportunity. You could even incorporate this into a team meeting as a group brainstorming activity.


To help you to have a general idea of how this tool can work, we have filled in an example on pages 2 through 4 based on the following scenario:

The supervisor of a community health division within a city health department wants to reduce burnout risks among the workers they manage. There are a lot of passionate, engaged workers in this unit, but recent turnover and rejected funding requests have put a damper on motivation. Many are putting in extra hours and trying to find creative solutions to make their programs successful but feel unappreciated.

Burnout Prevention Planning Guide Worksheet