[100% Off] Burnout At Work: Prevention, Recovery And Resilience [En]

burnout prevention | workplace stress | employee wellbeing | mental health at work | resilience | employee engagement

Added on August 25, 2026 Health & Fitness 3 min read

What you’ll learn

• Tell stress from burnout
• and diagnose either one with data rather than impressions,Audit an organisation for the factors that produce burnout in the first place,Build a wellbeing programme that survives past the launch announcement,Measure engagement properly with Gallup Q12 and act on the twelve elements,Calculate what turnover costs
• and use that number to get a programme approved,Run a conversation with someone who is burning out
• using coaching rather than advice,Ask powerful questions and listen for what is actually being said,Train managers to spot the early signals instead of the resignation letter,Learn alongside Mikes 1.6 million students from 185 countries,Get the authors experience from Preply
• Wargaming
• iDeals and Alfa-Bank

Requirements

• Responsibility for a team
• or for the conditions people work under,No clinical or psychology background required. Nothing here is therapy,Access to whatever survey or people data your company already collects,English at intermediate level or above
• since all lessons are in English,Willingness to look at causes in the workload rather than in the person

Description

This course contains the use of artificial intelligence.

Burnout is almost never solved in the place where it is noticed. By the time someone looks exhausted, the causes are eight months upstream and nowhere near that person.

What usually happens instead

Somebody proposes a wellbeing week. There are webinars, a meditation app licence, an email about work-life balance. Three months later nothing has moved, because the workload did not change, the manager was never trained, and nobody measured anything before or after. I have signed off on exactly this kind of programme and watched it fail. The failure was not the idea, it was that we treated a structural problem as a communications problem.

What this course actually covers

Six blocks. First, what burnout is and how it differs from stress, plus how to diagnose it across an organisation with data rather than impressions — including the audit of the factors that produce it. Second, workload: prioritisation, delegation, procrastination and recovery, because this is the lever an individual can reach alone. Third, wellbeing as a system — building it, funding it, launching it, and measuring reaction, behaviour and organisational impact. Fourth, engagement, measured with Gallup Q12, because burnout and engagement are the same twelve questions with opposite signs. Fifth, turnover: what it costs, how to calculate that number, and how to use it to get a programme approved. Sixth, ten lessons on the conversation itself — listening, powerful questions, working with motivation and barriers, and running a one-to-one with someone who is struggling.

What this course is not

This is not therapy and it is not clinical advice. If you are in a difficult place personally, a professional is a better first step than any course. The material here was recorded for people who are responsible for the conditions other people work under, so it looks at burnout as something an organisation produces and can stop producing. Much of it applies to your own situation too, but the angle is structural rather than personal.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 42 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: the burnout factor audit, Gallup Q12, the turnover cost calculation, the GROW model, the active listening checklist

• Practical frameworks for building and measuring a programme end to end

Where to start

Take one person on your team you are worried about, and instead of asking how they are, ask what their last four weeks looked like hour by hour. The answer will point at the cause faster than any survey. Enrol now and start the first lesson today.