Corporate training · Burnout prevention · Resilience · Mental health literacy · EAP linkage · Job stress
Employee Mental Health, Resilience & Burnout Prevention Training: Start with a self-assessment, then move to the course that fits your result
Requests for burnout and mental wellness training are among the topics training managers have increased the most recently. In practice, though, it often ends as a one-off healing talk, or feels like a 'depression screening' that employees avoid. This course teaches you to recognize burnout signals yourself, helps team leaders notice first and start the conversation, and maps out within the organization which service a struggling person can turn to. Please start with the 10-question self-check below — the result is calculated only on this screen and is not saved, and we connect you to the course that fits your result.
Audience
All employees and teams (Resilience Workshop) · Team leaders and managers (Mental Health Literacy)
Format
In-person recommended · Online (live video) available
What it covers
Noticing burnout signals · Recovery routines · A manager's first conversation · Connecting to in-house and external counseling
What you keep
One anonymous team-level aggregate report + one map of your company’s counseling resources
Reply
We reply to inquiries within 24 hours
Burnout self-check: 10 questions — Over the past month, I
Think back over the past month and choose the option that feels closest. There are no right or wrong answers, and the result is calculated only on this screen — it is not saved, and no score is attached to the quote request below. Five areas are covered, two questions each.
🔋Emotional exhaustion · Fatigue that rest doesn't refill, a body that feels heavy before work even starts🧊Detachment and cynicism · Signs of pulling away from work and people📉Reduced efficacy · A feeling of no longer accomplishing what you used to🌙Recovery and rest · Whether sleep and weekends actually restore your energy🤝Control and support · Room to adjust your work and someone you can talk to openly
Emotional exhaustion
My mind keeps running on work even after I leave the office, so rest doesn’t relieve my fatigue.
Emotional exhaustion
When I think about going to work in the morning, my body feels heavy first.
Detachment · cynicism
When I ask myself 'Why am I doing this job?', the first answer that comes is 'I just do it.'
Detachment · cynicism
Requests from colleagues or customers feel more annoying and irritating than they used to.
Reduced efficacy
I feel that the work I do is producing results.
Reduced efficacy
Things I used to do easily now take longer and get stuck more often.
Recovery and rest
After a weekend or vacation, your energy for work is restored.
Recovery and rest
On more than half the days in a week, it is hard to fall asleep or you wake up unrefreshed.
Control & Support
I have a colleague or manager I can open up to when things get hard.
Control & Support
I have almost no room to control the amount or order of my work.
Questions answered 0/10 — Answer them all to unlock the course that fits your resultView result →
🟢 Stable
Your burnout signals are low. The task now is to protect your current rhythm. If your team aligns its recovery routines before the busy season arrives, fewer people tip into burnout under the same workload.
If you are at the prevention stage, an all-employee or team-level resilience workshop is the right fit.
🟡 Caution
This is the range where recovery has started to fall behind exhaustion. The area with the highest score is the first place to work on. Personal recovery routines need to go hand in hand with team leaders who notice the signs and adjust workloads.
We recommend a resilience workshop as the base, combined with mental health literacy training for team leaders.
🔴 Warning
Your signs of burnout span several areas. This self-check is not a medical diagnosis, but at this level we point you to professional counseling before training — you can find a counseling service near you through the organizations in the 'Counseling services & criteria' section below. At the organizational level, the urgent need is a system in which managers notice first and make the connection.
We recommend starting with manager mental health literacy and a link to in-house and external counseling services.
For the Stable and Caution levels, a company-wide or team-level resilience workshop is the baseline; from Caution upward, we add mental health literacy so team leaders can notice problems first. Organizations with many people at the Warning level start with a manager course and a link to counseling services.
🌱Resilience Workshop
Audience · All employees · by team (one team or the same job function together) Format · Half day (4 hours) · in person recommended
We do not treat burnout as a matter of personal willpower. We build three things at once: the ability to notice each person’s signs of exhaustion, recovery routines that fit into a single day, and team agreements on ways of working that everyone keeps. We start by looking at your team’s profile through the anonymous self-assessment results collected beforehand.
What you take away · 1 personal recovery routine · 3 team working agreements
240 min total6 modules
30 min
Opening session — The shape of our team
We begin with a team-level summary of a pre-session anonymous self-check (no individual results). Together we look at which areas score high and decide where to focus today.
What stays · Your team’s burnout areas, ranked
50 min
Recognizing burnout signals
Through cases, we look at how fatigue, cynicism, and reduced efficacy show up in everyday scenes. You build an eye for telling 'burned out' apart from 'grown lazy.'
Takeaways · Your 3 personal signals
50 min
Recovery Routines: What Fits Into One Day
Sleep, taking real breaks, boundaries after work, moving your body — not a grand plan, but one thing each person decides they can do starting tomorrow. Shift, sales, and field roles fit it to their own rhythm.
What you keep · One-page personal recovery routine
60 min
Team agreements we keep together
Availability hours, meeting length, handovers around time off, how to ask for help — each group picks the working practices their team can change and narrows them down to three.
What you keep · 3 team agreements
30 min
Speaking practice — saying you are struggling, and listening
Practice pairing the sentences that open a conversation with 'You seem to be having a hard time lately' against the things you should never say when you hear the answer.
What you keep · Phrases to start and to receive
20 min
Wrap-up — a map of support channels and next check-in
Participants get a one-page guide to internal and external support channels, and set a date to revisit the team agreements.
What you keep · A one-page map of counseling resources
🧭Mental Health Literacy for Managers
Audience · Team leads · part leads · new managers Format · 2 hours by default · extendable to half day · in person or online
Team leaders are not counselors. So this course doesn't teach how to treat people. It covers only how to notice, speak up, and connect: reading a team member's changes as burnout signals, the first sentences to say in a conversation, what never to say, and where the line sits for handing off to your in-house EAP or external counseling services.
Takeaways · A first-conversation phrase card · A one-page map of your company's counseling resources
120 min total5 modules
15 min
Opening session — Scenes team leaders often miss
We start with three common scenes: an employee who is often late, one who has grown quiet, and one whose performance has suddenly dropped.
What you keep · A list of easily missed signals
30 min
Noticing: Telling Performance Problems from Burnout Signals
Using case examples, we separate when the same behavior is an attitude problem and when it is a burnout signal. Managers don't diagnose, but they set a standard for noticing change.
What you keep · Observation checklist
40 min
Starting the conversation — First-talk practice
Through role plays, you practice opening with an observed fact rather than 'How are you doing lately?', promising confidentiality, and avoiding what not to say (comparison, lecturing, diagnosing).
What you keep · Conversation-starter cards
25 min
Connecting: Where a Team Leader's Role Ends
Using your company’s own standards, we define where a team leader can act through workload adjustment (volume, deadlines, roles) and where a case must be handed off to the internal EAP or an external counseling service.
What stays · A one-page map of your company’s counseling services
10 min
Wrap-up — Team Leader’s Own Burnout
Team leaders reflect on their own self-assessment results and decide on one step to keep themselves from burning out first.
Takeaways · One recovery routine for yourself as a manager
🏥 Connecting to EAP and counseling channels — where people go after training
Training goes as far as noticing the signs and speaking up. If there is nowhere to go afterward, the training rings hollow. That is why both programs end by creating a one-page map of your company’s support channels. We do not provide counseling services ourselves. Instead, we map your in-house EAP, external EAP vendors, and public counseling services on one page and define who refers people where, and for which signals.
Companies with an in-house EAPWe put the access process, the scope of confidentiality, and the annual number of sessions straight into the training materials, and managers practice how to encourage employees to use it.
Companies without an EAPWe add public counseling services (mental health welfare centers, workers’ health centers) and external counseling organizations to the map, and outline what to look for when considering adopting one.
When signals indicate a crisisThe session draws a clear line around 'signals that are beyond the scope of training,' and the manager card lists the support channels to connect to right away and in what order.
Check support channels and standards here
This page does not include statistics such as burnout or depression prevalence, diagnostic criteria, or treatment information. We are a training company: figures vary from survey to survey, and diagnosis is a job for professionals. In training, we review the materials from the organizations above together with your company’s EAP and counseling channels.
National Mental Health Information Portal ↗Mental health crisis and suicide prevention hotline numbers, a finder for your nearest mental health welfare center, and burnout and stress self-screening information
Diagnosis and treatmentThe self-check is a tool for noticing signals; the training does not diagnose or treat. Signals that call for professional counseling are connected to the appropriate service.
Collecting individual scoresWe do not save self-assessment results or build lists from them. The pre-training survey is also collected anonymously and reported only at the team level. Scores are not attached to the quote request on this page either.
Scaring people with statisticsWe don't open with figures like 'X out of Y workers have burnout.' We start from our own team's anonymous results and each person's signals.
One-off healing eventsWe don’t stop at a single yoga or meditation talk. We invest time in what is still there next Monday: recovery routines, how the team works, and a manager’s first conversation.
Why we created this course
Training managers keep telling us: “We held a healing talk, but a week later nothing has changed,” and “Our team leaders see a struggling employee and don’t know what to say.” We keep emotional labor protection training for customer-facing roles separate as a statutory program, but there was no place that put burnout prevention and manager response in one program for every job type. So we built training that is neither diagnosis nor treatment, but notice · recover · connect.
How it works
Self-assessmentTake the 10-question self-assessment on this page, then choose the matching program (or both) and contact us. Your score is not sent.
Program plan & quoteBased on your audience (all employees or team leaders), format, and headcount, we send a program plan, instructor profiles, and a quote within 24 hours.
Pre-training survey (anonymous)We run the same 10 questions as an anonymous online survey and report only at the team level. We don't collect individual results, and we review the aggregate together in the first session.
TrainingA half-day resilience workshop and a 2-hour manager mental health literacy session. Many clients schedule the two courses back to back on the same day.
Wrap-upWe compile the team summary report, plus the team agreements and counseling service map created during training, and hand them to your manager. We also agree on when to check in next.
Request a mental wellbeing training quote
Tell us the audience (all employees or team leaders), format, headcount, and timing, and we’ll send a program plan, instructor profile, and quote within 24 hours. If you have an in-house EAP or counseling service, we collect its details after we reply and put them straight into the service map in the training materials.
If you take the self-check, the course that fits your result is pre-filled under 'Courses of interest' below. Your score and level are not sent (you can also submit without taking it).
Nothing is stored. Your score is calculated only inside your browser; our server receives only an anonymous tally of how many times each stage came up. The quote request below does not carry your score or stage either; only the recommended course name is pre-filled in the selection field.
Do you diagnose burnout?
No. It is not a medical diagnosis; it is a tool for noticing burnout signals on your own. If your result falls in the 'warning' range, we point you to professional counseling before any training — you can find the nearest mental health welfare center and counseling hotlines through the National Mental Health Information Portal.
How is this different from emotional labor worker protection training?
Emotional labor worker protection training is the statutory-scope training for customer-facing employees. This course covers burnout prevention for all employees, regardless of job type, and how managers respond. For organizations where the two overlap, such as call centers and sales teams, we schedule them back to back on the same day.
Can we run training for managers only?
Yes. Manager mental health literacy is 2 hours by default and is often added to a monthly team-leader meeting or a leadership program. Extending it to a half day adds more time for first-conversation role plays and for building a map of your company’s counseling services.
Do you also provide an EAP (Employee Assistance Program)?
We do not provide counseling services. In the training, we map your company’s internal EAP or external counseling resources onto a single page, and managers learn how to connect employees to them. For companies without an EAP, we compile public counseling resources and a checklist of points to consider when adopting one.
Is online delivery possible?
Managers’ mental health literacy training is also available via live video. We recommend in-person delivery for the resilience workshop because it involves a lot of group discussion and speaking practice, but for geographically dispersed organizations it can be split into small-group video sessions.
How do you collect the pre-session survey?
We send you the same 10 questions as this page in an online anonymous survey. We collect no names or employee IDs and report results only at the team (or job-group) level. Teams with few respondents are combined with others so no individual can be identified.