Traditional
Annual engagement survey
- 1Wait for the report
- 2Discuss in committee
- 3Run a workshop
- 4Send the next survey
You find out from the exit interview.
A 60-second daily check-in, anonymous by default and grounded in peer-reviewed burnout science. It surfaces the decline weeks before the resignation letter.
Engagement platforms report on what already happened. Nurture flags a dip in its first week, while a conversation can still change the outcome.
The team and the answers don't change. What changes is whether you see the slide three days in or three months late.
Grounded in 40 years of burnout science. It takes about a minute, so people keep answering it.
A 60-second pulse appears the first time an employee opens their inbox. Six sliders, one optional note. Same six questions every day so trend lines stay clean.
Each question maps to one of Maslach's six Areas of Worklife — the most-validated burnout framework in occupational psychology. The WHO uses the same dimensions in its ICD-11 definition.
Every employee sees their own 7-day and 30-day trend. Individual data stays with them. Managers only see aggregated team-level patterns — never named individuals.
When a trend slides for several days, the employee gets a private nudge — not the manager. They choose what to do next: a recovery exercise, a clinician, or opt in to share with their line manager.
Disclosure stays with the person who's burning out. That's the whole product.
Three things that tend to help with a low-energy stretch. None are mandatory — pick whichever fits.
For employees who want a proper diagnosis rather than a workplace conversation, Nurture connects to a vetted network of clinicians who recognise burnout's overlap with ME/CFS, depression and post-viral syndromes, and who cover rehab and return-to-work as well as the assessment.
Separate from the manager track. Employee-paid or employer-paid as configured.
Predictive retention programmes have cut voluntary attrition by 15–50% in published case studies. We model the conservative end.
Sources · Gallup · SHRM · case studies: IBM 30%, SAP 20%, Salesforce 15%, X0PA AI 25%, SuperAGI 50%
Conservative model. Drag to match your numbers.
Assumes 25% prevented departures · replacement cost at 1.5× annual salary (conservative).
Nurture is a clinical-grade screening instrument, adapted for daily use. Employees answer for themselves; nothing is scraped from Slack. It rests on three foundations.
Items adapted from the Areas of Worklife Scale (Maslach & Leiter), the Maslach Burnout Inventory, and the WHO ICD-11 framework. Single-item substitution is supported by peer-reviewed evidence.
Trend detection, anomaly scoring and personalised recommendation logic — applied to the employee's own data. The model learns what your baseline looks like.
Hosted on EU servers. GDPR by design. Aligned with the UK HSE Management Standards for work-related stress. Your data never crosses into another organisation's model.
Engagement platforms measure satisfaction after the fact. Nurture is closer to a wellness diagnostic: it tracks the six worklife factors daily, on validated instruments your occupational health team will already recognise, and surfaces the drift while there is still time to act.
Long reads on burnout science and retention practice, written by the team building Nurture.
Most burnout programmes stop at the conversation. The real work — assess, treat, rehab, return — is everything that happens after.
We invest heavily in exit interviews, but barely check in with people who are still working for us. It's time to shift from organizational autopsies to preventive care.
Why organizations that rely on exit interviews for employee intelligence are building cultures that learn from losses rather than prevent them.
70% of new hires decide whether to stay or leave within their first month. Discover why the first 30 days determine everything and how smart companies get it right.
We're selecting 5 mid-market companies for the founding pilot. What you get and what we ask in return are spelled out below.