# Team Burnout Early-Warning Scorecard

> Scores each rep across 6 leading indicators, 1-5, so a manager can intervene weeks before a resignation letter, not during the exit interview when the real reasons finally come out.

Free scorecard/rubric for sales managers. Topic: [Psychology, Mindset & Productivity](https://www.peerlab.ai/library/topic/psychology-mindset-productivity/). Published by PeerLab in the [Sales Enablement Resource Library](https://www.peerlab.ai/library/). Source: https://www.peerlab.ai/library/team-burnout-early-warning-scorecard/

## How to use it

Score every rep monthly using the rubric text (not gut feel), total the 6 scores, and act on the matching intervention band within the stated timeframe, don't wait for a second bad month to confirm a trend that's already visible.

## What's inside

- 6 leading indicators, each with a full 1-5 rubric
- Activity trend, engagement/latency, CRM hygiene, language tone, time-off pattern, peer withdrawal
- A combined scoring band (6-30) with what each range means
- An intervention playbook mapped to each scoring band
- A per-rep tracking table for monthly scoring
- Guidance on why lagging indicators (resignation, missed quota) arrive too late to act on

## Why leading indicators, not lagging ones
By the time a rep misses quota badly or hands in notice, burnout has usually been building for 2-3 months. This scorecard tracks the signals that move *before* the resignation, so the intervention window is still open.

## The 6 Indicators

### 1. Activity Trend
Volume of calls, emails, and booked meetings versus that rep's own baseline (not the team average, compare them to themselves).
- **1, Green:** At or above their own rolling 90-day baseline.
- **2:** Down 10-20% for one week, otherwise steady.
- **3, Watch:** Down 20-30% for 2+ consecutive weeks.
- **4:** Down 30-50% for 2+ weeks, no external cause (no vacation, no territory change).
- **5, Red:** Sustained drop of 50%+ for a month with no explanation offered or asked for.

### 2. Response Latency & Meeting Engagement
Camera-on rate, punctuality to internal meetings, response time to manager/peer messages.
- **1:** Engaged, on time, camera on as usual for them.
- **2:** One or two late joins or camera-off instances, otherwise normal.
- **3, Watch:** Consistently late or camera-off for internal meetings for 2+ weeks.
- **4:** Visibly distracted or multitasking in meetings that used to have their full attention; slower to respond to direct messages than their own baseline.
- **5, Red:** Skips internal meetings outright or goes unresponsive for 24+ hours repeatedly.

### 3. CRM / Admin Hygiene
Quality and timeliness of notes, logging lag between activity and entry.
- **1:** Notes as detailed and timely as their own history.
- **2:** Minor lag (same-day, but end-of-day instead of real-time).
- **3, Watch:** Notes get thinner, one-line entries replacing what used to be detailed context.
- **4:** Logging lag stretches to 2-3 days; stage/close-date fields go stale.
- **5, Red:** CRM effectively stops being updated in real time; manager only learns deal status by asking directly.

### 4. Language Tone
Cynicism, detachment, or flatness in Slack, 1:1s, and forecast calls.
- **1:** Normal range of tone for this individual.
- **2:** One or two cynical comments, easily read as a bad day.
- **3: Watch:** Recurring detachment language ("whatever happens happens," "doesn't really matter either way").
- **4:** Flat affect describing wins; language shifts from "we" to "you" when discussing the team or company.
- **5: Red:** Open cynicism about the role, the company, or the point of the work, stated more than once.

### 5. Time-Off Pattern
Sick-day usage, declined or cancelled 1:1s, unusual PTO requests.
- **1:** Normal pattern for this individual.
- **2:** One unusual sick day or reschedule.
- **3: Watch:** 2+ short-notice sick days or cancelled 1:1s in a month, more than their own baseline.
- **4:** Pattern of Monday/Friday absences or repeated last-minute 1:1 cancellations.
- **5: Red:** Sudden PTO request with vague or evasive reasoning, or a spike in unplanned absence.

### 6. Peer Withdrawal
Participation in team channels, informal chat, peer shoutouts given or received.
- **1:** Normal social participation for this individual.
- **2:** Slightly quieter in team channels for a week.
- **3, Watch:** Stops initiating in team channels; only responds when directly addressed.
- **4:** Skips optional team social events they used to attend; peers mention not hearing from them.
- **5: Red:** Visibly isolated: no informal interaction with peers for 2+ weeks, noticed by more than one teammate.

## Scoring

Score each of the 6 indicators 1-5 for a rep, total (range 6-30).

| Total | Band | Action |
|---|---|---|
| 6-11 | **Healthy** | No action needed beyond normal 1:1 cadence. |
| 12-17 | **Watch** | Flag privately, add one open-ended check-in question to the next 1:1 (don't announce you're "monitoring" them). |
| 18-23 | **At-Risk: intervene within 2 weeks** | Direct, named conversation using the Mindset 1:1 Coaching Script; consider workload or account rebalancing. |
| 24-30 | **Urgent, intervene this week** | Same-week 1:1 outside the normal cadence; involve HR/skip-level if company policy requires; do not wait for the next scheduled 1:1. |

## Per-Rep Tracking Table (score monthly)

| Rep | Activity | Engagement | CRM Hygiene | Language Tone | Time-Off | Peer Withdrawal | Total | Band |
|---|---|---|---|---|---|---|---|---|
| | | | | | | | | |
| | | | | | | | | |
| | | | | | | | | |

## Intervention Playbook by Band
- **Watch:** Ask, don't announce. "How are you finding the workload lately, honestly?" is enough, a formal-sounding check-in can itself trigger disengagement.
- **At-Risk:** Name what you've observed specifically and non-judgmentally: "I've noticed [specific, factual observation] over the last few weeks, what's going on?" Then run the Mindset 1:1 Coaching Script's Layer 2 questions.
- **Urgent:** Treat this like a retention emergency, not a routine 1:1. Involve HR where appropriate, and don't let the conversation wait for a scheduled slot.