The team was growing, processes were multiplying, and so were the changes. The Turbota chatbot was already collecting some key signals about people’s mood and state, but we felt it wasn’t enough to see the full picture. Data was scattered across different sources and existed in silos, so it didn’t form a coherent puzzle. What we lacked was a truly systematic view.

We are a data-driven company. It’s part of our DNA. So logically, the solution also had to emerge in the form of a tool, not assumptions.

This is how the idea of an HR dashboard emerged: not just collecting metrics, but transforming them into a clear picture of people’s well-being. Not waiting for someone to burn out, but spotting signals in advance. Not measuring loyalty “by eye,” but building an environment that cares for the team based on facts.

This was the moment when we set intuition aside, opened our laptops, and started building a system that today helps us all better understand each other.

What is BRI — Burnout Risk Index

When we started building the HR dashboard, we needed a metric that didn’t just capture individual states or behavioral signals, but unified everything into an overall picture. That’s how BRI (Burnout Risk Index) emerged.

Essentially, it’s an integral indicator that combines several key factors: mood, productivity, workload, vacations, office attendance, and other components. Each of these sub-indices is measured separately, undergoes normalization (so all values “speak the same language”), is aggregated, and then weighted in the final formula.

The closer the value is to 0, the lower the burnout risk; the closer to 1, the stronger the signals for HR and C-level.

To read this index correctly and see not just the “snapshot state” but also the dynamics, we measure it in two dimensions:

• Monthly for quick monitoring and operational decisions;
• Quarterly for strategic analysis, when it’s important to understand trends rather than one-off peaks.

BRI became the foundation of our HR analytics because it allowed us to connect disparate data into one clear story about how our team feels and how we can support it in time.

Why Normalization is Needed

When we first started combining indices into a single system, it quickly became clear: each metric “lives in its own world.” Mood is rated on a 1–7 scale, productivity from 1 to 10, and worktime is binary altogether. Combining this data “as is” would have been a major mistake.

To make all indices speak the same language, we bring them to a common scale from 0 to 1. This is normalization: a method that allows different numbers to interact correctly and fairly.

Why is it needed?

• To prevent one index from “hogging the blanket” just because its scale is wider;
• To give each factor equal conditions in the overall formula;
• To make BRI stable, predictable, and truly accurate.

After normalization, all indices become comparable, allowing them to be combined into a single integral metric without distortions. Where there were different formats before, now there’s one unified logic.

HR Dashboard Indices Description

To make BRI accurate and useful, we broke it down into several separate indices. Each one is responsible for its own part of the “well-being picture” and adds its layer to understanding a person’s state.

Mood Index

We start with emotions. Mood Index is a self-assessment of mood that an employee leaves in Turbota. The scale consists of seven emotions, allowing gentle tracking of how a person feels throughout the month.

Productivity Index

This index shows how an employee self-assesses their productivity in the current period. The scale from 1 to 10 reveals both moments of focus and periods when energy might be lacking.

Workload Index

Workload always goes hand-in-hand with productivity. The employee assesses their level of busyness, helping to spot imbalances in time: when there’s too much work, or conversely, less than desired.

Activity Index

We call it the digital engagement index. It shows how actively a person participates in internal communication. It’s not about the number of messages, but about presence, involvement, and contact with the team.

Attendance Index

An index that reflects the achievement of the personal office attendance norm. An interesting detail: this index can even have values below zero when a person overperforms the plan, which is a positive signal for the team.

Vacation Index

This index answers a very simple but crucial question: when did the person last take a proper vacation? The more unused vacation days accumulate, the higher the index value and the stronger the signal to HR that the person may need rest.

Worktime Index

An index that helps assess the stability of the work rhythm. We check if the worked hours fit within healthy boundaries and whether the workload exceeds comfortable limits.

Review Index (Quarterly)

Review Index is the only index formed manually, not automatically. Once a quarter, HR conducts interviews with each employee and assigns a score based on the conversation results. This score reflects the person’s overall state over three months: how they feel, how satisfied they are with processes, and whether there are challenges or risks not visible in the numbers.

This index complements quantitative data with “live” feedback, providing better context that metrics alone can’t capture.

BRI Weighting System

Not all indices affect BRI equally; some factors naturally play a larger role in determining burnout risk, while others support the overall picture. In the BRI model, each index has its own weight: it shows how significantly this parameter impacts the final result.

Monthly BRI: Focus on Current Dynamics

In the monthly view, the key drivers are:

• Mood Index — the person’s emotional state,
• Productivity Index — their sense of efficiency,
• Workload Index — the level of workload.

These three indices are most sensitive to daily dynamics and state changes, so they form the basis for short-term monitoring. Other indices complement the picture but have less influence.

Quarterly BRI: Deeper Analytics and Context

In the quarterly view, the model becomes deeper. Review Index is added to BRI. This is important because quarterly interviews capture changes not always visible in monthly data: long-term trends, expectations, satisfaction levels, and risks accumulating over time.

Thanks to this, the quarterly BRI transforms into a strategic analysis tool: it shows not only how a person feels now, but also how they progress over an extended period.

Dashboard Appearance

We deliberately made it simple, intuitive, and supportive of quick data reading. No complex formulas on the screen, just clear indicators and trends that help make decisions.

It consists of several key blocks:

Individual BRI

This is the personal page for each employee. Here you can see:

• their current BRI level;
• breakdown by indices — from mood to vacations;
• dynamics of changes over recent months.

This view allows quick understanding of which factors affect a person’s state in a specific period.

Team BRI

The next level is agency teams. The dashboard allows seeing:

• how the team feels on average;
• which indices most affect its state;
• whether there are sharp changes or imbalances.

This helps team leaders review workloads, plan vacations, and understand pressure points or vice versa.

Agency-Wide Dynamics

At the agency level, BRI turns into graphs and curves showing:

• overall team state over time;
• seasonality (e.g., workload spikes during project peaks);
• positive or negative trends;
• moments when additional HR interventions are needed.

Time Breakdown

One of the dashboard’s most useful features is the ability to switch between:

• monthly,
• quarterly,
• and other time slices.

This lets you see not just the instant state, but overall trends forming over time. This is critically important for predicting burnout risks.

Visual Indicators

To make data not just readable but “felt,” we used a color system:

• green — everything stable;
• yellow — attention needed;
• red — additional support required.

These signals help quickly navigate and not miss important changes. This dashboard became more than just a tool. It became a place where care is measurable and manageable.

Representation Index — Data Quality Assessment

To ensure any analytics are accurate, it’s important not just what we measure, but also how complete the data is. That’s why we added the Representation Index to the dashboard.

This index indicates how regularly an employee responds in Turbota, measuring whether they complete weekly surveys, provide feedback, or participate in regular check-ins. In other words, it refers to how well the person is represented in the data array that HR works with.

If the index is low, it’s not a “minus,” but rather a signal: we simply lack information to make accurate conclusions. In such cases, we look more closely at the context and avoid sharp analytical interpretations.

Thanks to the Representation Index, we not only measure the team’s state but also monitor the quality of the data on which our decisions are based.

Mental Care, eNPS, Q12 — Additional HR Dashboard Modules

BRI is an important part of our HR dashboard, but far from the only one. The system is much broader: it covers not just burnout risks, but overall well-being, engagement, and quality of team experience.

This transforms the dashboard into a comprehensive well-being analytics tool, not just another table of numbers.

Mental Care: Support Usage Frequency

We display:

• the percentage of the team connected to Mental Care,
• and the activity of service usage.

This allows understanding how willingly people use the opportunity to get psychological support, and whether there are trends worth paying attention to. For us, Mental Care has long been not just a bonus, but an important part of the culture.

Q12: Team Satisfaction and Needs

Q12 helps understand how people feel in the team: whether they have clear goals, resources, support, and development opportunities. In the dashboard, Q12 is presented as structured blocks that allow for quickly seeing where everything is good and where additional actions are needed.

eNPS: Engagement and Loyalty Indicator

Employee Net Promoter Score is a simple yet highly revealing index that answers: would a person recommend the company to a friend or colleague? In the HR dashboard, we look not just at the overall value, but at the dynamics: whether engagement is growing or there are risks of losing it.

All these modules together create a comprehensive view of the team’s state: not only “is there a burnout risk,” but how people feel in the company overall, whether they receive support, and whether they see meaning and opportunities in their work.

Agency-Wide BRI Dynamics

One of the most valuable elements of the HR dashboard is the ability to look not at individual data, but at dynamics. When analyzing BRI at the agency level, patterns become visible that static numbers can’t reveal: seasonality, workload fluctuations, impact of major projects, periods of stability, or, conversely, tension.

The slide shows a graph of BRI changes from January to July.

This curve shows not just momentary peaks or drops, but the overall trend the team follows. In different months, natural changes occur:

• intensive project periods slightly increase risks,
• stabilization follows,
• sometimes even a sharp “green” jump after vacations or team initiatives.

This comprehensive view allows not just reacting, but planning: redistributing resources, strengthening communication, offering support in time, or encouraging rest periods.

When creating BRI, we agreed on one thing right away: this tool would never be about evaluating people. And definitely not about control. It’s about the environment in which people work. About the conditions that can foster energy or, conversely, exhaustion.

Now we have a systematic approach. BRI enables:

• spotting risks in time,
• verifying intuition,
• optimizing workloads,
• supporting teams when they need it most,
• and doing this not sporadically, but at the company-wide level.

For us, BRI has become part of the mental safety culture at newage. A culture where care is measured as seriously as business processes. Where it’s not just about what we do, but how we feel in the process.

FAQ: Answering Common Questions

Why Measure Burnout Risk at All?

To identify factors affecting team well-being on time. This helps business plan workloads, prevent crises, and support people systematically.

Does BRI Affect Performance Reviews or Salary?

No. BRI is not used as a tool for evaluating work or performance. It’s created solely to track burnout risks and help teams maintain a healthy work balance.

What If the Index Temporarily Increases? Is That Bad?

Elevated BRI signals that workload, lack of rest, or other factors may have impacted the employee. It’s a good opportunity to pay attention and talk about the situation with your HR representative.