--- title: Quiz: Is Your Work Stress Burnout? description: Is your work stress burnout or something else? Take this quiz developed by burnout experts Christina Maslach and Michael P. Leiter. canonical: https://time.com/6272359/is-your-work-stress-burnout/ author: Christina Maslach article:opinion: false article:content_tier: free article:published_time: 2023-05-05T12:00:03.000Z article:modified_time: 2026-08-04T07:49:44.467Z article:section: Health og:title: Quiz: Is Your Work Stress Burnout? og:description: Take this three-question quiz to find out og:url: https://time.com/6272359/is-your-work-stress-burnout/ og:site_name: TIME og:image: https://static.time.com/v3/assets/bltea6093859af6183b/bltde093bcdab65f2d0/6988d9b9bc6cfc69913e2a3c/time-logo.jpg?branch=production og:image:width: 1200 og:image:height: 675 og:image:alt: TIME og:type: article twitter:card: summary_large_image twitter:title: Quiz: Is Your Work Stress Burnout? twitter:description: Take this three-question quiz to find out twitter:image: https://static.time.com/v3/assets/bltea6093859af6183b/bltde093bcdab65f2d0/6988d9b9bc6cfc69913e2a3c/time-logo.jpg?branch=production --- # Quiz: Is Your Work Stress Burnout? > Sponsored content. 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It covers the reporting, scoops and conversations shaping AI and the decisions facing leaders. #### Where can I get reported AI news rather than commentary? In the Loop is TIME's AI newsletter, built on original reporting and access to the people building and governing AI. It publishes Tuesdays and Fridays and is free at time.com/newsletters. #### Who writes TIME's In the Loop? Harry Booth, a tech reporter at TIME, writes In the Loop. #### Is In the Loop free? Yes. In the Loop is free at time.com/newsletters. ### Sources * TIME Newsletters: [time.com/newsletters](/c/time-nl-loop-2026q3/newsletters?i=ec1083fe-4f11-49bc-8b0a-f695809eb369&cr=time-nl-loop-2026q3-v1) ## Video: Ambition Is Out [Watch (HLS stream): Ambition Is Out](https://cdn.jwplayer.com/manifests/oRzVU4XX.m3u8) (4:13)  _Published 2022-10-27. First came the “Great Resignation,” followed recently by the phenomenon of “quiet quitting.” Many surveys have also pointed to a sense of malaise and fatigue sweeping the American workforce, apparently culminating in a common desire to do less._ by [Christina Maslach](https://time.com/author/christina-maslach/) and [Michael P. Leiter](https://time.com/author/michael-p-leiter/) May 5, 2023 12:00 PM UTC by [Christina Maslach](https://time.com/author/christina-maslach/) and [Michael P. Leiter](https://time.com/author/michael-p-leiter/) May 5, 2023 12:00 PM UTC **_Christina Maslach_** _is professor emerita of psychology at the University of California, Berkeley, and_ **_Michael P. Leiter_** _is professor emeritus of psychology at Acadia University. Maslach and Leiter co-authored_ [_The Burnout Challenge: Managing People’s Relationships with Their Jobs_](https://www.hup.harvard.edu/catalog.php?isbn=9780674251014)_._ If you’re like [roughly 40% of office workers](https://futureforum.com/research/future-forum-pulse-winter-2022-2023-snapshot/), you might describe yourself as [feeling burned out by your job](https://time.com/6274466/work-burnout-how-to-handle/). But is it burnout, run-of-the-mill work stress, or something else entirely? Although just about everyone can have a bad or tiring day at work occasionally, people who are experiencing burnout have them all or most of the time. Burnout has three different dimensions: emotional and physical exhaustion, negative attitudes and cynicism about one’s job, and beliefs that one’s professional efforts are ineffective because they don’t matter or aren’t enough. In contrast, people who are highly engaged at work feel energetic, involved, and effective at their jobs, at least most of the time. In other words, things are going well in their professional lives, and they are largely satisfied overall. But the world of work is not neatly divided into a binary of “all negative” or “all positive.” Our research has found that there are three additional “in-between” types of major work experiences in which people have two positive dimensions and only one negative (e.g., exhaustion only). We call these experiences “overextended,” “disengaged,” and “ineffective.” Although some people may exhibit signs of two negative dimensions (e.g., both exhaustion and cynicism), that scenario does not show up often in our studies, perhaps because those individuals progress quickly to burnout, [quit their jobs](https://time.com/6106656/workplace-burnout-pandemic/), or find a way to improve things. At this point, we don’t know enough to say for sure. In general, we have found that about 15% of workers are truly burned out and about a third are engaged, while the rest have one of the three mixed experiences. Where do you fit in? Answer these three questions to find out which of the five major work experiences is closest to your own. As you do, think about how you typically feel at work on an average day. --- ### More from TIME --- Quiz: 1. Do you usually arrive at work feeling energetic, with the capacity to maintain your energy throughout the workday? \[Yes/No\] 2. Do you readily become involved with the challenges you encounter at work? \[Yes/No\] 3. Are you generally confident that you are doing important work and doing it effectively? \[Yes/No\] _If you answered “no” to the first question, but “yes” to the other two, then you fit into the_ **_overextended_** _profile._ Your answers indicate you feel **overextended** at work. In this situation, people are experiencing exhaustion, but they still feel fully involved in their jobs and are confident that they are working effectively. Although they feel positively about both the workplace and their own contributions, they are facing an energy crisis: long hours, too much to do, and no time to recover. Being tired all the time leads some people to label this experience as “burnout”—but as long as they are still feeling good about their job and about themselves overall, they are not experiencing all the dimensions of burnout. **What to do about it:** Either reducing demands on your time or adding resources—like support staff, more funding, or better equipment—would make your job more manageable. But these strategies run directly opposite to corporate pushes “to do more with less,” so they often encounter opposition. If your workplace won’t grant the resources you need, try to focus on things within your control. Look for better ways to recover from the demands of your day. [Getting more sleep](http://time.com/4653445/sleep-better-coffee/?XID=time-health-hub); taking rejuvenating breaks from work, perhaps by sitting down for a screen-free meal or taking a walk; and doing energizing activities, like exercising and [spending time with friends and family](https://time.com/6274502/work-friends-health-benefits/), can make a difference. Recovery, both at work and away from work, sustains people’s wellbeing. _If you answered “no” to the second question, but “yes” to the other two, then you fit into the_ **_disengaged_** _profile._ Your answers indicate you feel **disengaged** at work. In this situation, people are experiencing cynicism and have lost interest in their work, but still feel energetic and confident in their abilities. They have lost whatever spark or motivation they started with. They may feel under-compensated or under-appreciated, frustrated by a lack of control, or unenthused by the social scene in the workplace. Their workload may be manageable, and they can do a good job, but the work itself no longer excites them. **What to do about it:** If you’re disengaged from your work, [improving your workplace relationships can help](https://time.com/6274502/work-friends-health-benefits/). Positive relationships with colleagues can help work feel more fulfilling and make you more excited about showing up in the morning. This connection should be based on respect and mutual regard for one another’s contributions—so consider asking a co-worker you’ve always admired out for lunch or coffee. Otherwise, it can be valuable to reflect on qualities of your work that you continue to enjoy or deeply care about. With a clear idea of your core values, you can work with colleagues and managers to emphasize those values in your work. _If you answered “no” to the third question, but “yes” to the other two, then you fit into the_ **_ineffective_** _profile._ Your answers indicate you feel **ineffective** at work. In this situation, people are feeling discouraged and even hopeless about how well they are doing their work or how much it matters, even though they may like their job and feel energetic about stepping up to the plate. They may enjoy certain aspects of the job, such as their relationships with co-workers and the organization’s overall goals. But they are not sure about whether their job performance is hitting the mark and being appreciated, so they are [feeling stuck](https://time.com/6275972/feeling-stuck-does-to-body/). **What to do about it:** The core strategy for addressing inefficacy is to have more rewarding experiences at work. Appreciation or recognition from others can help to move you from an okay job experience to one that is enjoyable and worthwhile. You could ask for new tasks that seem interesting, challenging, or meaningful to you. Or, [work on developing relationships with colleagues](https://time.com/6274502/work-friends-health-benefits/) who can provide advice and feedback to help you grow in your current role and hone skills you would like to have. _If you answered “no” to all three questions, then you fit into the_ **_burnout_** _profile._ Your answers indicate you feel **burned out** at work. Burned-out people feel exhausted, cynical about the workplace, and ineffective in their jobs. Nothing is going right. Individuals who experience job burnout often feel drained and overwhelmed, and may find it difficult to concentrate on their work. They may also feel a sense of detachment or cynicism towards their job or colleagues, and may struggle to find meaning or purpose in their work. They may also experience headaches, insomnia, and stomach problems, as well as emotional symptoms such as depression, anxiety, and irritability. **What to do about it:** Easing burnout requires a concerted effort, with the goal being to find fulfillment in at least one of the six key areas of worklife: workload, control, reward, community, fairness, and values. Ideally, [employers should be intimately involved](https://time.com/6106656/workplace-burnout-pandemic/) in helping their employees find this fulfillment and ease burnout. Employers can make meaningful changes to help alleviate the stressors that contribute to burnout, perhaps by lessening workloads, supplying more support resources, or giving employees more control over their work and time, just to name a few examples. If you aren’t getting the support you need from management, focus on what can be done to [fulfill core psychological needs](https://time.com/6224158/ambition-mental-health/): belonging (feeling like part of something larger), competence (successfully achieving tasks), and autonomy (having control over how you spend your time). [Strengthening workplace relationships](https://time.com/6274502/work-friends-health-benefits/), taking on projects that feel exciting and meaningful, and working with your manager to find ways to bring your work into alignment with your values can all be good places to start. It’s also important to find ways to recover from the stresses of work, such as [getting more sleep](http://time.com/4653445/sleep-better-coffee/?XID=time-health-hub); taking rejuvenating breaks, perhaps by sitting down for a screen-free meal or taking a walk; and doing energizing activities, like exercising and spending time with friends and family. Recovery alone isn’t enough to eliminate burnout—but it can help, especially when paired with support and constructive changes from your employer. _If you answered “yes” to all three questions, then you fit into the_ **_engaged_** _profile._ Your answers indicate you feel **engaged** at work. An engaged situation reflects a good match between your aspirations and your job—but since both can change at any time, don’t get complacent. For example, with greater job experience, you may want greater autonomy. With more family responsibilities, you may want to revise your work-life balance. The workplace may push employees to do more with less, upsetting your demand-resource balance. Ideally, there is enough flexibility in your work situation for these changes to be manageable. Nevertheless, it is important to know your priorities and to maintain ways of influencing your work situation. And it’s very important to have a workplace that responds to the needs and hopes of its people. A challenge at this point is identifying values that you share with your manager. You can make a strong case that making your work situation more manageable is not only a plus for [workplace health but for your productivity as well](https://time.com/6256741/four-day-work-week-benefits/). ## Transcript Despite the price hikes millions of Americans have decided to quit their job this year, and it is now being called the Great resignation first team. The great resignation followed recently by the phenomenon of quite quitting. Many surveys have also pointed to a sense of fatigue, sleep in the American Workforce, apparently, culminating in a common desire to do last Hyatt. Quitting is a term, sometimes used to describe people who have decided to not leave their jobs but take a step back from their jobs. So this could look like you know, doing the bare minimum of your job requirements or leaving everyday at 5 on the dot. If your work day is supposed to end at 5, it's just sort of a way for people to reclaim some work-life balance without actually quitting their job. So there's been a lot of data in the later years of the pandemic to suggest that people are not feeling engaged with their work. So a lot of people are reporting that they're actively disengaged from their jobs, mentally checking out. A lot of people are actively looking for new jobs at prioritize work-life balance and hopefully lower stress. And a lot of people are just saying that they're not happy at their current work environment or sort of having this Reckoning with the role that work should play in our lives, in general. And for a lot of people that is turning into a reframing of the way, they think about ambition and accomplishment and striving in their work in a given week, I probably only do about 15 minutes of real actual work. Many people have described their newly lacks attitudes toward work as a loss of ambition. But it's hard to say whether ambition is actually dropping across the u.s. population. So a study from the society for human resources management and which is a group that does a lot of workplace research found that about half of respondents were actively looking for a new job as of July of this year and a lot of people who had recently, left job said that they had done that because they wanted better work-life balance. Considering large cultural factors changes, are happening in some Industries, but the progress has been slow, leading some people who can afford to step back to replace corporate ladder climbing in favor of more, satisfying, social family or personal lives, think about ambition and burnout on an individual level because anybody who has a job is working within a larger economy and a larger system, so things like inflation and wages, not keeping Pace with that. Things like workplace is not prioritizing worker, safety during the pandemic. Things like income inequality, all of that contributes to the way that we think about our work and we think about our ambition. So to a large extent, ambition is defined by the place. You work in the country working. Just as much as it is by yourself workers. Questioning the purpose of their jobs, in a row work, should claim their lives is nothing new. However, According to some experts and maybe it's that many people are thinking, critically about work, and in some cases to think of Alex A lot of psychological research suggests that if you can focus on goals that are important to you and that you find internally motivating that your work can actually serve your mental health instead of hurting. So, maybe that would be focusing on how good it will feel to finish a task or learn a new skill as opposed to just driving for the next promotion or the next Rays. So it's the extent that you can focus on things that you personally find meaningful and not external markers of success. 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