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4-2 Executive Summary: Working With Tableau—Analyze Data
Santana Webster
Southern New Hampshire University
MBA 540: Org Strategy in Global ENV
Natunya Johnson
July 06, 2025
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Executive Summary – Employee Burnout Analysis
This executive summary aims to examine employee burnout trends within our
organization using the employee survey dataset. The results were analyzed in Tableau to uncover
patterns related to stress, leadership engagement, and tenure. The goal is to identify areas where
the company can make meaningful changes to improve employee well-being and reduce burnout.
Respondents included a diverse group of employees across various age groups, gender
identities, tenures, and leadership levels. Their anonymous responses provided insight into how
different demographics experience burnout and job satisfaction.
Results:
1. Gender Experiencing Highest Burnout ("Pretty Wiped Out Most Days")
The graph revealed that female employees reported the highest levels of burnout in the
"Pretty wiped out most days" category. This indicates a concerning trend in how burnout
disproportionately affects women in the workplace.
2. Age Group Reporting Highest Home Stress ("A Little Stress Is Expected")
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Among males, the 50+ age group most frequently reported the "A little stress is expected"
level. This may reflect the dual pressures of work and life stage responsibilities (e.g., nearing
retirement or supporting family members).
3. Leadership Level Most Engaged ("I Love What I Do")
Managers showed the highest level of strong agreement with the statement "I love what I
do." This suggests that mid-level leadership roles are currently more fulfilled and possibly more
resilient to burnout compared to other levels.
4. Tenure with Lowest "I Feel Great" Responses
Employees with 5+ years of tenure, especially females, showed the lowest number of "I
feel great" responses regarding burnout. This may suggest that long-term employees are
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experiencing fatigue or feeling overlooked in engagement efforts. (Screenshots of the
corresponding graphs are included with this summary.)
Recommendations: Based on the analysis, I recommend that the company focus on the following
two areas to reduce burnout:
1. Targeted Support for Female Employees
Provide more access to wellness programs, flexible scheduling, or support groups aimed
at addressing the burnout disproportionately experienced by women.
2. Re-Engagement Strategies for Long-Term Employees
Employees with 5+ years of tenure likely face burnout from a lack of career growth or
recognition. Implement mentorship programs, cross-training, or recognition campaigns to re-
energize this group.
Closing Thoughts
This data analysis highlights how burnout varies across demographic lines and
organizational levels. By focusing on support for women and long-tenured employees, the
company can improve morale, productivity, and retention.
