waıos
Our approach

Support from the top down and the ground up, at the same time.

Leaders get the data and the strategy to fix what causes burnout. Every employee gets a practical guide to protect their own wellbeing at work. Nobody has to wait for the system to change before they get help.

Top down · Leadership
Data, drivers and a prevention strategy
Fix the conditions that cause burnout across teams and departments.
One shared picture
Wellbeing, engagement and burnout, measured together
The person Their life Their work The world around them
Ground up · Every employee
A personal guide and practical tools
Manage and prevent burnout day to day, while the bigger fixes take hold.
Top down

For leaders

See where burnout is building, understand why, and act on the causes rather than the symptoms.

  • Heat maps by team and department
    Wellbeing, engagement and burnout risk in one view, tracked over time.
  • The drivers behind every score
    Workload, recovery, connection and the other conditions that move the numbers.
  • Expert-led debriefs and strategy
    Our founders and experts help leaders build a prevention plan and hold it in place.
  • Progress tied to performance
    Show the effect on turnover, absence and goals, so the investment can be defended.
Ground up

For every employee

Everyone who takes the measure gets something back, and the tools to use it at work.

  • Private personal results
    Their own picture of wellbeing and burnout risk, seen only by them.
  • A strategic guide
    A clear plan for their own wellbeing, grounded in the research on what prevents burnout.
  • Practical applications at work
    Small, specific changes they can make in their workday, their team and their conversations.
  • Access to experts
    Check-ins, accountability and expert support when they need it, in person or virtually.
Running in parallel

Two tracks, one program.

While leaders work on the system, employees work on what is in their control. At every phase, both get something real, and both show up in the next measure.

Track 1 · Leaders
Fix the system
Data, drivers and a prevention strategy.
Track 2 · Employees
Protect themselves now
Personal insight and tools they can use right away.
  1. Leaders
    Set goals for the program and agree how results will be used.
    Phase 1Launch
    Employees
    Hear why the measure matters and how their answers are protected.
  2. Leaders
    Track participation as it comes in, without seeing any individual answers.
    Phase 2Measure
    Employees
    Complete the measure privately in less than 10 minutes.
  3. Leaders
    Receive heat maps by team and department, with the drivers behind each score.
    Phase 3Map
    Employees
    Receive personal results and a strategic guide.
  4. Leaders
    Work through the results with our experts and put a prevention strategy in place.
    Phase 4Debrief and act
    Employees
    Apply the guide in daily work, with check-ins and support.
  5. Leaders
    See what changed, tied to performance.
    Phase 5Re-measure
    Employees
    See their own progress and set the next focus.
One insight, two directions

When recovery is the problem, both sides get a plan.

Here is what that looks like when the measure shows recovery is driving burnout on a team.

Leader viewCustomer Operations
Top drivers of burnout risk
Recovery27
Workload29
Recognition40
Strategy
Protect recovery time across shifts, rebalance peak-hour staffing, and review progress with a WAIOS™ expert every two weeks.
Your wellbeing guidePrivate to you
Your strengthConnection
Your focus this monthRecovery
Try this at work
  1. 1Take a real break between back-to-back calls, away from the screen.
  2. 2Use a short end-of-day shutdown routine to close out work.
  3. 3Raise workload with your manager using the conversation guide.

Illustrative example. Employee guides are private, and leaders only ever see results for groups that meet the minimum reporting threshold.

Why both

Burnout is a culture problem. Fixing the culture takes time. People need support while it happens.

Top down alone is too slow
Strategy and structural change take months. Employees struggling today cannot wait for them.
Bottom up alone puts it on the individual
Self-care cannot fix a broken workload. Without leadership action, the causes stay in place.
Together, it holds
Leaders change the conditions, employees build the habits, and the next measure shows both.
Work with us

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