Catch burnout 6 weeks before the resignation letter
Bloomder monitors five leading indicators of employee burnout across every team, every week. AI surfaces at-risk groups and tells you exactly what to do — before your best people leave.
Automatic detection. No guesswork.
Weekly pulse runs automatically
Bloomder sends 3–5 targeted questions to your team each week, anonymously. No reminders from you. No spreadsheets. Response rates average 70%+ because the surveys are short and employees trust the anonymity.
AI tracks the five indicators
Claude AI monitors enthusiasm, workload, detachment, direction confidence, and meaning scores. It builds a rolling 4-week composite risk score per team — distinguishing a one-off bad week from a structural problem.
You get an alert when it matters
When a team's composite score crosses a risk threshold, Bloomder sends you a plain-language alert with the specific team, the specific indicators driving the risk, and what to do about it. Not a data dump — a clear next action.
What Bloomder monitors — and why
Declining enthusiasm for work
The first thing to go before visible disengagement. A 3-week sustained downward trend in enthusiasm scores is a statistically reliable burnout predictor — even when absolute scores look "acceptable."
Rising workload without recognition
Burnout isn't just overwork — it's effort without reward. Rising workload scores combined with flat or declining recognition is the most predictive two-variable combination Bloomder tracks.
Declining confidence in leadership
When employees lose confidence in direction or their manager's support, they begin to psychologically decouple — measurable weeks before behavioral disengagement appears. Critical to catch during org changes.
Inability to disconnect after hours
Psychological detachment — the ability to mentally leave work — predicts burnout, absenteeism, and turnover in the occupational health literature. It appears in Bloomder's data 8–12 weeks before the outcome event.
Reduced sense of meaning or impact
Purpose is one of the strongest predictors of retention. Once it erodes, it's harder to restore than workload issues. Bloomder catches declining meaning scores early — when action is still effective.
What burnout actually costs — in numbers
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