Live Personal Highlights Sample
Below is an example report of the Live Personal Highlights report that individuals receive once completing AMP.
Please feel free to explore the interactive report!
Stress Total
Your overall stress score is 160, which sits in the concern range. Scores can range from 50 to 250.
In short AI summaryWhat gets sentOnly the numbers already on this page:Your stressor scores and overall totalCondition and attachment indexWorkplace perception levelsPast completion dates and totalsNot sentYour name, email, job title, tags, team, or company — nothing that identifies you or your organization.
Your overall stress score falls in the concern range, and it has moved around over recent checks rather than settling. Work-Life Balance and Role Shift stand out as your highest stressors, with Team Support and Role Clarity close behind. Your attachment level is Detached.
Your results point to a personal life and time crunch layered on top of feeling underused at work. Work-Life Balance and Role Shift score highest, with Team Support and Role Clarity elevated too.
One possible story: the pace and hours of the job have expanded to fill most of your time, cutting into rest and life outside work. A second, equally possible story: something in your personal life is currently demanding more of your time and energy, and that is what is straining the balance, with the job itself unchanged. The data can't tell us which one is happening, or if it's a combination of both.
Role Shift being high alongside this suggests you may feel your current responsibilities don't match your ability, whether that's from being sidelined, doing repetitive work, or simply feeling under-stimulated. Low Role Clarity compounds this: it's harder to see your value or push for more when you're not sure what's actually expected of you day to day. Elevated Team Support suggests you may be handling this largely without backup nearby.
Your attachment score of Detached, combined with a Role Potential score in the concern range, suggests a real risk of disengaging further if nothing shifts.
AMP History
Your top 5 stress triggers
Work-Life BalanceHow much your job bleeds into your personal time. It measures whether your work leaves you with enough energy for your family, friends, and hobbies, or if it's demanding more of your life than you want to give. This stress often comes from either having too much work to do or, in some circumstances, from elevated home-life stress. Discomfort comes from a sense that the job is absorbing more of your life than you are willing to give, irrespective of how engaging the work may be. Example: You consistently skip family evenings to finish demanding projects.
IssueRange 20-25Role ShiftThe gap between what you are currently doing and what you actually want to do. It measures whether you feel underused and crave more responsibility or influence. Stress comes from a sense of being underutilized or diminished, where your capacity exceeds the demands placed on you, and you want the role enlarged rather than narrowed.
IssueRange 20-25Team SupportHow much you can rely on the people you work with. It measures whether your coworkers actually help you out and function as a dependable unit. Stress comes from working in effective isolation, without dependable help or the social fabric that makes collaborative work possible.
IssueRange 20-25Role ClarityHow well you understand what you are actually supposed to be doing. It looks at whether your goals are clear and if you know what to prioritize. Stress comes from ambiguity about what the role entails or what matters most within it, leaving you uncertain how to act.
ConcernRange 15-19Role PotentialHow much room you have to grow. This looks at whether your current job is a stepping stone that builds your skills, or if you've hit a ceiling. Stress comes from the perception that the role offers you no meaningful path upward, whether because it leaves no room for development or because it does not equip you for what comes next.
ConcernRange 15-19Workplace Perception
How you experience the broader workplace, beyond stress, ranked by level. Hover a dimension name for its definition.
Score Breakdown
What each of your top scores means. Hover a dimension name for its general definition.
Work-Life BalanceHow much your job bleeds into your personal time. It measures whether your work leaves you with enough energy for your family, friends, and hobbies, or if it's demanding more of your life than you want to give. This stress often comes from either having too much work to do or, in some circumstances, from elevated home-life stress. Discomfort comes from a sense that the job is absorbing more of your life than you are willing to give, irrespective of how engaging the work may be. Example: You consistently skip family evenings to finish demanding projects.
IssueRange 20-25Work has taken over your personal time. This is almost always unsustainable, though sometimes people endure it for longer if the pay or a specific lifestyle makes it worth it; however, those are exceptional cases. Burnout almost always occurs if this goes unchecked.
Common explanations people give for a score like this. They're possibilities to consider, not a conclusion about your situation.
The culture never switches off, with late-night emails and fast replies expected. You notice that you've stopped investing in your physical or mental health.
You're working on weekends and vacations, with no protected personal time. Family/friends are frustrated or worried about the toll this is taking on your relationships, and frequently make comments about it.
The pay or lifestyle make it feel worth it, but the job is still taking over the rest of your life. You realize that you haven't engaged in your hobbies/interests in months - or years.
Role ShiftThe gap between what you are currently doing and what you actually want to do. It measures whether you feel underused and crave more responsibility or influence. Stress comes from a sense of being underutilized or diminished, where your capacity exceeds the demands placed on you, and you want the role enlarged rather than narrowed.
IssueRange 20-25You may feel ignored, undermined, under-stimulated, or checked out. That often brings a restlessness that makes you want to look elsewhere (unless pay or personal factors keep you in place in the meantime).
Common explanations people give for a score like this. They're possibilities to consider, not a conclusion about your situation.
A demotion or being sidelined, like losing a team or a portfolio, may leave you feeling powerless.
You've checked out, doing the minimum and privately looking for other jobs.
The underuse is a legitimate problem for you, but good pay, a short commute, personal factors, or limited alternatives makes staying in the role easier than changing anything (ex: you've got a lot going on at home anyway, so a "boring" work day serves as a bit of an escape from the chaos).
Team SupportHow much you can rely on the people you work with. It measures whether your coworkers actually help you out and function as a dependable unit. Stress comes from working in effective isolation, without dependable help or the social fabric that makes collaborative work possible.
IssueRange 20-25You are essentially on your own, with little connection to coworkers. Most people find that draining, unless they are unusually independent.
Common explanations people give for a score like this. They're possibilities to consider, not a conclusion about your situation.
The team is split by conflict or disengaged, and it doesn't function as a unit. Help is actively withheld for political or personal reasons.
You're effectively on your own, with no dependable help from anyone nearby.
There's so much chaos and miscommunication that getting help is nearly impossible; even though people want to be there for each other, support never reaches anybody in time.
Role ClarityHow well you understand what you are actually supposed to be doing. It looks at whether your goals are clear and if you know what to prioritize. Stress comes from ambiguity about what the role entails or what matters most within it, leaving you uncertain how to act.
ConcernRange 15-19You are probably unsure what your role involves or what to prioritize. It can be hard to work with confidence without a clear picture of a normal day.
Common explanations people give for a score like this. They're possibilities to consider, not a conclusion about your situation.
Your responsibilities overlap with a coworker's, and no one has defined who owns what.
Priorities shift so often that there's no such thing as a "normal day."
You're frequently unsure what to do first, because your tasks are all over the place and don't line up with the job title.
Role PotentialHow much room you have to grow. This looks at whether your current job is a stepping stone that builds your skills, or if you've hit a ceiling. Stress comes from the perception that the role offers you no meaningful path upward, whether because it leaves no room for development or because it does not equip you for what comes next.
ConcernRange 15-19Your path forward feels limited or unclear. It is common to feel bothered that your future here is uncertain or closed off.
Common explanations people give for a score like this. They're possibilities to consider, not a conclusion about your situation.
Coworkers have been promoted while your case keeps getting put off.
You'd advance if you could, but a missing degree, certification, experience, or relocation is in the way.
You're already an expert and the role has stopped teaching you anything new; the job itself is highly specialized and somewhat capped in terms of upward mobility.
Helpful Suggestions
A few possible suggestions to try:
- Spend the next two weeks tracking hours worked versus personal time, noting specifically whether work is expanding into evenings/weekends or whether outside demands are pulling your focus during work hours. That distinction will point to a different fix.
- Pick one block of personal time this week (a full evening or weekend day) to protect completely offline, and treat it as a test of whether stepping back is possible without consequences.
- If a manager or HR contact is available, request a short conversation about current workload and priorities, framed around finding what can be delayed or reassigned rather than just flagging the strain.
A very large recent review found work spilling into family time is tied to higher depression, distress, and burnout, drawn from more than 100,000 people followed over time. Protecting personal time now is what keeps that spillover from turning into a lasting mental health cost later.
Ideas to consider, not instructions. Take what's useful and leave the rest. Hover a dimension name for its definition.
Work-Life BalanceHow much your job bleeds into your personal time. It measures whether your work leaves you with enough energy for your family, friends, and hobbies, or if it's demanding more of your life than you want to give. This stress often comes from either having too much work to do or, in some circumstances, from elevated home-life stress. Discomfort comes from a sense that the job is absorbing more of your life than you are willing to give, irrespective of how engaging the work may be. Example: You consistently skip family evenings to finish demanding projects.
On your own
- Protect some fully offline time right now, including real days off, even if stepping away feels hard.
- Decide what can be dropped, delayed, or handed off this week, and act on it immediately.
- Take a moment right now to analyze which, if any, of the early signs of burnout are happening right now; these can be subtle, so be honest with yourself. Begin to treat rest as part of the work, not a reward.
With your manager or team
- Tell your manager soon that this imbalance is unsustainable and ask for staffing or a reset of priorities.
- Ask for specific work to be reassigned, not just acknowledged as too much.
- If the culture expects round-the-clock replies, raise it with your manager or HR as a real issue. Others may be waiting for somebody to speak up.
Their own ideasmade visible to you
Role ShiftThe gap between what you are currently doing and what you actually want to do. It measures whether you feel underused and crave more responsibility or influence. Stress comes from a sense of being underutilized or diminished, where your capacity exceeds the demands placed on you, and you want the role enlarged rather than narrowed.
On your own
- Decide what work would re-engage you and ask for it directly.
- Take action before you check out for good, while you still care about the outcome.
- If the role can't grow, weigh your other options honestly. There may be creative ways to re-engage with the role outside of the tasks on your job description (ex: building new connections/friendships, serving as a mentor)
With your manager or team
- Have a direct conversation with your manager now about whether your role can grow.
- Ask for a specific, meaningful piece of work that uses your full ability.
- If you were sidelined or lost a team, ask your manager what it would take to rebuild your scope.
Their own ideasmade visible to you
Team SupportHow much you can rely on the people you work with. It measures whether your coworkers actually help you out and function as a dependable unit. Stress comes from working in effective isolation, without dependable help or the social fabric that makes collaborative work possible.
On your own
- Ask for specific help or coverage on the work that is most at risk.
- Protect your own energy, since carrying the team alone wears on anyone over time.
- Write down what is falling through, so the problem is visible to others.
With your manager or team
- Raise the lack of support with your manager now, since working in isolation can't hold.
- Push for the structural fix if the team can't function as a unit, rather than carrying it alone.
- If you are the only one in your role, ask your manager who can back you up in a crisis.
Their own ideasmade visible to you
Role ClarityHow well you understand what you are actually supposed to be doing. It looks at whether your goals are clear and if you know what to prioritize. Stress comes from ambiguity about what the role entails or what matters most within it, leaving you uncertain how to act.
On your own
- Get your top priorities in writing so a normal day has a shape.
- When you finish a task, confirm it was the right one, so you learn the priorities faster.
- Keep track of where your work overlaps a coworker's, so you can raise it clearly.
With your manager or team
- Ask your manager to define who owns what, especially where roles overlap.
- Ask your manager what "good" looks like, so you can work with confidence.
- If priorities keep shifting, ask your manager to set the few that hold steady.
Their own ideasmade visible to you
Role PotentialHow much room you have to grow. This looks at whether your current job is a stepping stone that builds your skills, or if you've hit a ceiling. Stress comes from the perception that the role offers you no meaningful path upward, whether because it leaves no room for development or because it does not equip you for what comes next.
On your own
- Pin down the specific gap holding you back, like a credential or an experience, and make a plan to close it.
- Look for projects or lateral moves that build toward where you want to go. There may be things you can learn unrelated to your specific job that happen to sharpen your performance (ex: classes on communication or leadership)
- Keep a short record of your wins so you can make a clear case for a role change when the time comes.
With your manager or team
- Have a direct conversation with your manager about advancement and what is in the way.
- Ask your manager to back you for a specific stretch assignment or visible project.
- If coworkers have moved up ahead of you, ask what made the difference and how to get there.
Their own ideasmade visible to you
Work-Life Balance (stress)
How much your job bleeds into your personal time. It measures whether your work leaves you with enough energy for your family, friends, and hobbies, or if it's demanding more of your life than you want to give. This stress often comes from either having too much work to do or, in some circumstances, from elevated home-life stress. Discomfort comes from a sense that the job is absorbing more of your life than you are willing to give, irrespective of how engaging the work may be. Example: You consistently skip family evenings to finish demanding projects.
Role Potential (stress)
How much room you have to grow. This looks at whether your current job is a stepping stone that builds your skills, or if you've hit a ceiling. Stress comes from the perception that the role offers you no meaningful path upward, whether because it leaves no room for development or because it does not equip you for what comes next.
Alignment of Expectation (stress)
Whether the different things people expect from you actually make sense together and/or can be done collaterally without creating conflict. Stress comes from the experience of being held to standards that cannot all be satisfied at once, with no realistic way to meet all the competing needs.
Role Shift (stress)
The gap between what you are currently doing and what you actually want to do. It measures whether you feel underused and crave more responsibility or influence. Stress comes from a sense of being underutilized or diminished, where your capacity exceeds the demands placed on you, and you want the role enlarged rather than narrowed.
Workload Level (stress)
How the sheer amount of work you have compares to the time you have to do it. Stress comes from sustained overload, in which the amount of work required compromises your ability to perform it well or attend to anything else.
Team Support (stress)
How much you can rely on the people you work with. It measures whether your coworkers actually help you out and function as a dependable unit. Stress comes from working in effective isolation, without dependable help or the social fabric that makes collaborative work possible.
Competence Perception (stress)
How confident you feel in your own ability to do your job. This is about your own internal self-doubt regarding your training and experience, completely separate from what your boss thinks of your performance. Stress comes from self-doubt about your own capability, distinct from any external judgment of your performance.
Culture Alignment (stress)
How well your job matches your personal values. It measures whether you can act like yourself at work, or if your job forces you to do things you disagree with. Stress comes from a values mismatch, where the substance or manner of the work conflicts with your own commitments.
Role Clarity (stress)
How well you understand what you are actually supposed to be doing. It looks at whether your goals are clear and if you know what to prioritize. Stress comes from ambiguity about what the role entails or what matters most within it, leaving you uncertain how to act.
Resource Availability (stress)
Whether you actually have the tools, information, and budget you need to do your job well. Stress comes from being undersupplied in the means required to do the work, such that your performance is constrained by not having what you need.
Clear Purpose / Goals (workplace)
Whether you know the company's direction, where you fit into its future, and what's expected of you, with clear goals for your work.
Respect (workplace)
Whether those above you respect your abilities and your performance.
Trusting Environment (workplace)
Whether your workgroup is consistently open and honest, and the workplace is built on a foundation of trust.
Connectedness (workplace)
Whether you feel as connected as you want to be with your coworkers, your company, and where you work.
Effective Communications (workplace)
Whether you are consistently listened to and understood at work.
Task / Job Support (workplace)
Whether you can turn to your team or supervisor for help, and have had good results when you do.
Organizational Commitment (workplace)
Whether the company feels committed to you, your career, and your personal success.
Work-Life Balance (workplace)
Whether you have enough time and energy for both work and life outside it, and the two complement each other.
Staff Utilization (workplace)
Whether you feel adequately challenged, given enough responsibility, and in an important, stable role doing work you enjoy.
Clear Career Opportunities (workplace)
Whether you have room to take on more, grow in your role, and learn enough now to prepare for the future.
Appreciation (workplace)
Whether you feel like a significant contributor, valued for your skills, and sought out for your input.
My Plan & Observations
A private space to plan a next step and jot what you are noticing. Entries are saved to your account.
