What a Work Experience report looks like
Every participant who completes the Work Experience questionnaire receives a personal report like this one: an overall score, their stress type, how demands and resources balance out, and practical next steps.
This example is based on fictional answers. It is not a real person's report.
Personal reports are only visible to the participant. Employers see aggregated, anonymous results for groups of 10 or more.
Personal report, single point-in-time snapshot
This report is about how your work affected you over the past 4 weeks. It does not look at your general health or at stress outside work.
If your results raise concerns
If your results raise concerns, we recommend discussing them with your GP or occupational health physician. Work Experience is a descriptive screening tool, not a diagnosis.
Wellbeing score · 0–100
Some work-related pressure is showing through across your profile.
Your type
Always On +Low personal resources
No pressure valve, ever.
What you have to meet work with (65) currently covers what it asks of you (56). That buffer is worth protecting.
Executive summary
Your overall result: Monitor with the Always On type. In addition, your results flag Low personal resources.
No pressure valve, ever.
Work pressure is high and recovery is the area furthest below the reference — the load rarely lets up long enough for you to reset between demands. In this pattern the free time usually exists; it just isn't restoring anything, because the head stays at work.
Your work is still doable, but the first signs of strain are showing. Nothing here is alarming. This is the stage where small changes are easy to make and usually pay off.
This is a descriptive snapshot of the last 4 weeks, not a diagnosis.
Why you got this result
This comes from the overall picture across everything you answered.
What weighs heaviest right now is Recovery & resilience (43/100).
With high pressure and recovery as your thinnest area, this pattern is called Always On.
On top of that:
No known risk patterns are showing right now.
What is working for you
Your strongest areas are Social safety & support (73) and Engagement & meaning (71). These are worth protecting. They are what you lean on when the pressure rises.
What to do next
- Pick one work area and change one small thing this month.
- Use the score table further down to see where to start, then repeat this check in four to six weeks.
All four patterns are explained in full further down the report.
Your scores by area
Higher scores indicate healthier work conditions in that domain.
| Area | You | Status |
|---|---|---|
| Work pressure | 44 | Worth a look |
| Autonomy & role clarity | 68 | In line |
| Social safety & support | 73 | In line |
| Engagement & meaning | 71 | In line |
| Recovery & resilience | 43 | Worth a look |
| Recognition & reward | 70 | In line |
Your scores are shown on their own. A company comparison appears once at least 10 colleagues have completed this report, so that no individual can be identified.
Additional measures
| Measure | Score | Status |
|---|---|---|
| Personal resources (higher = more resources) | 44/100 | Worth a look |
| Overcommitment (higher = more risk) | 50/100 | Worth a look |
| Disengagement (higher = more risk) | 50/100 | Worth a look |
Your profile across the six areas next to the benchmark
| Area | You | Benchmark | Gap |
|---|---|---|---|
| Work pressure | 44 | 58 | − 14 |
| Autonomy | 68 | 67 | + 1 |
| Support & safety | 73 | 70 | + 3 |
| Engagement & meaning | 71 | 62 | + 9 |
| Recovery & resilience | 43 | 63 | − 20 |
| Recognition & reward | 70 | 65 | + 5 |
What this means for you
On one or more areas you sit below the benchmark. Those are your watch-outs.
Your scores are shown on their own. A company comparison appears once at least 10 colleagues have completed this report, so that no individual can be identified.
Benchmark: Preventa working-population reference values, based on validated questionnaires (NEA, COPSOQ, UWES, NFR, ERI). Higher = healthier conditions.
The four patterns behind work experience
Interpretive models layered on top of your domain scores.
Demands × Resources
Where your work sits on the Karasek demand-control / JD-R map. Demands combine work pressure and recovery load; resources combine autonomy, social safety, and engagement.
Your position: Low-strain · Demands 56 · Resources 65
You are in the Low-strain zone, with manageable demands and healthy resources.
- Protect recovery: sleep, off-hours, real breaks.
- Watch for creeping demand without a matching rise in support.
- Keep your resource base strong: autonomy, feedback, meaning.
Karasek demand-control · JD-R model, applied to your Work Experience area scores.
Quadrant splits follow the report wellbeing bands (demands 60, resources 61), not a flat midpoint.
High-strain profile
Pressure is the axis that puts you on the high-pressure side of Always On, even though control and support aren't your weakest area.
What this means
High job demands combined with low control over how the work gets done: either little say in decisions, or repetitive work with no room to use or grow your skills.
Why it matters
This specific combination (not high demands alone) is the pattern most consistently linked in long-term studies to cardiovascular and mental-health risk. Demanding work with real control tends to be healthy; demanding work without it doesn't.
What this means for you
Your demands and control are moving together, a genuinely protective pattern, not just a neutral score.
Karasek (1979) · Job Demands–Control Model (with JCQ decision-latitude split)
Effort–reward imbalance
This isn't what's driving your result. Your gap shows up in recovery, not here.
Effort 56 vs reward gap 30: ratio 1.87. Overcommitment 50/100 (higher = more risk).
What this means
A gap between what you put in (workload, hours, mental load) and what comes back: recognition, pay, prospects, security.
Why it matters
Work is a two-way exchange. A sustained gap predicts disengagement and burnout progression even when workload alone looks manageable, and it's amplified if you find it hard to switch off.
What this means for you
What you put in and what you get back are roughly in balance. That give and take is one of the strongest protections against burnout.
Siegrist (1996) · Effort–Reward Imbalance model
Resource loss spiral
This card is what puts you in Always On. Resources are being spent faster than they're replenished, and recovery is your weakest area.
Recovery 43/100 · drain 57/100 · personal resources buffer 44/100.
Your buffer doesn't generate new energy; it acts as a shock absorber that slows down how quickly demands drain your reserves.
"Personal resources" here means your internal buffer (self-belief, mastery, support). It is different from the JD-R "resources" score in the Burnout signature card, which measures job-side resources such as autonomy, social safety, and engagement.
Time off is not the same as recovery
Recovery is not measured in hours away from your desk. What restores you is the quality of the break: whether your head actually leaves the work behind.
- Mentally switching off: no half-checking messages, no rehearsing tomorrow.
- Sleep that is long enough and regular enough to feel different in the morning.
- Moving your body, even briefly. A walk counts.
- Something absorbing or social that pulls your attention somewhere else.
The common trap: an evening on the sofa with the phone nearby, still half on call. That fills the hours without refilling anything.
What this means
When energy, recovery time, support and self-belief get spent faster than they're topped up, the shortfall itself makes further loss more likely.
Why it matters
This lens looks at the whole balance, not one domain. It's why someone with a strong job on paper can still slide, and why rebuilding personal resources (sleep, mastery experiences, real detachment) usually shifts things faster than reducing demands alone.
What this means for you
No loss spiral active, but personal resources (44/100) sit below the level that would normally buffer setbacks.
Hobfoll (1989) · Conservation of Resources theory · Sonnentag REQ (2007)
Burnout signature (exhaustion + disengagement)
This isn't what's driving your result. Your gap shows up in recovery, not here.
Demands 56 vs resources 65 · disengagement 50/100.
What this means
Burnout has two signatures showing up together: running-on-empty (exhaustion) and pulling away from the work (cynicism, going through the motions). One without the other isn't burnout yet.
Why it matters
This distinction matters clinically. Exhaustion with sustained engagement is the workaholic pattern, recoverable with rest. Both poles together is the burnout trajectory and needs a different response.
What this means for you
Neither burnout pole is elevated. Engagement and energy are both intact.
Bakker & Demerouti (2007) · Job Demands–Resources · OLBI Disengagement (Demerouti et al., 2003)
What shapes your work experience
Your work experience is the balance between what your work asks of you and what you have to meet it with. When that balance holds, you can carry a lot and still enjoy the work. When it tips the other way for a longer stretch, the same work starts to cost more energy than it gives back. This report looks at that balance, not at how busy you are.
What work asks of you
- Work pressure and workload
- Time pressure and deadlines
- Emotional load
- Work–home interference
What helps you meet it
- Control over your work
- Support from colleagues and your manager
- Recognition and reward
- Meaning and engagement
- Recovery and personal resilience
Your work experience gets heavier when the left side outweighs the right for longer. It is the balance between the two, not either side on its own, that shapes your result.
Pressure → Stress → Overload → Burnout
When the balance stays tipped, work experience shifts along this line. Most people can recognise roughly where they are. This report is designed to notice that movement early, not to diagnose burnout after the fact.
How your work experience can show up in your body
How you experience your work is not only something you notice in your head. When the balance stays tipped for a while and you do not get enough time to recover, your body can stay on alert. You may notice changes in sleep, muscle tension, headaches, energy, or concentration.
- Sleep and energy: you may sleep lighter or shorter, and still feel tired after resting.
- Physical tension: tight muscles in your neck, shoulders or jaw, more headaches, or an unsettled stomach.
- Thinking and mood: harder to think clearly, remember things, or keep your emotions steady.
These signs can have many causes, and this report cannot tell you what is causing them.
Preventa screens all six of these markers in its workplace health programme.
Health risks Preventa screens for
Work stress is one of six risks Preventa looks at. The others are measured through physical health screening.
Often sits underneath the other risks on this list.
Can strain the heart and blood vessels for years without symptoms.
Builds up in the arteries gradually and quietly.
An early stage on the path towards type 2 diabetes.
Develops slowly and is largely irreversible once present.
Long-term pressure without recovery, which also affects the risks above.
These risks build up quietly and influence each other. Ongoing stress makes the physical ones harder to keep in check.