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About this tool
Score work exhaustion, cynicism and professional efficacy on a 0-6 frequency scale, get a burnout profile, and log the trend over time.
The Burnout Self-Check scores the three dimensions ICD-11 uses to define burnout — energy depletion, mental distance or negativism about the job, and reduced professional efficacy — from twelve statements rated 0 (never) to 6 (every working day). Instead of one overall number it returns a profile: engaged, overextended, disengaged, ineffective, or the full burnout pattern where all three dimensions line up. Saved checks build a trend log so you can see whether a workload change actually moved anything.
Open Burnout Self-Check on AltFTool — it loads instantly in your browser.
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Adjust the options until the result looks right.
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Exhaustion, cynicism and efficacy are scored separately because the same total can mean very different problems.
An overextended profile gets workload actions; a disengaged profile gets values and fairness actions.
Save a dated check and the tool reports the change in composite risk against your previous entry.
No. ICD-11 classifies burnout (code QD85) as an occupational phenomenon, not a medical condition, and defines it by three dimensions: energy depletion, increased mental distance or negativism about one's job, and reduced professional efficacy. It applies specifically to the work context, not to life in general.
Burnout is tied to the job and typically eases when the work situation changes, while depression affects mood, interest and energy across all areas of life and does not lift on holiday. The symptoms overlap heavily, so persistent low mood, hopelessness, or changes in sleep and appetite should be assessed by a doctor rather than by a questionnaire.
Yes, and it is the most common pattern. High exhaustion with intact belief in the work and a normal sense of accomplishment is usually described as overextension — a workload problem. It becomes the burnout pattern when cynicism rises and sense of efficacy falls alongside it.
Time off reliably reduces exhaustion for a short period, but studies of vacation effects show the benefit fades within weeks if the job demands are unchanged. Sustained improvement generally requires changes to workload, control, reward, fairness or values at work, which is why the actions here focus on the job rather than on recovery alone.