This master thesis shows the design process which aims to tackle the problem of large amounts of burnout due to stress, people working in services experience in The Netherlands. As a result, long periods of absenteeism can cause a great effect on society, since The Netherlands is largely dependent of service work. Since this it is an organisational problem the Frame Creation Process offers an appropriate structure to this project, as the intention of this process is to find new approaches (new thinking frames) to today’s problems organisations encounter. The main goal of this project is to give service workers an opportunity to cope with stress in the work environment with an enduring effect, in order for them to enjoy daily life and have an restful work-life balance. In order to apply the Frame Creation Process, the organisation a.s.r. insurances is used for a case study. Insights in the problem of burnout was mostly gained by focussing on the experiences with stress of employees. By doing observations, interviews and a generative session I discovered that underlying values of employees are ‘freedom’ and ‘appreciation’ and that the existing interventions a.s.r. offers to cope with stress, do not meet these values. In fact, the organisation implemented a ‘standard package’ of interventions to improve employee’s well-being. Since every employee experiences stress in a different way, they are mostly not stimulated to use any intervention. The underlying factors of the problem could be translated into possible new thinking frames. For each frame an ideation process was done where I gained insights from people in my environment. The frame and corresponding concept which had the most potential to meet the values ‘freedom’ and ‘appreciation’ was chosen for evaluation. Frame: if it is a problem of feeling free to express yourself, then the work environment should provide a mediator to share what employees have on their minds and to strengthen bonds between them. The concept to evaluate this frame is called ‘2link’, a digital screen where employees can draw and write on. This intervention aims to stimulate employees to express themselves freely, by providing a set of figures and colours. For example by sharing thoughts, playing games, surprising others, employees will know what is going on among co-workers. A model was used to perform a test in the work environment of a.s.r., with the duration of one work week. The main goal of this test was to find out if employees felt free to express themselves by using the model and if it helped them to cope with stress with an enduring effect. Markers and stamps of symbols were included with the model. To stimulate employees to use the model the text ‘What is on your mind? Write is down or draw it.’ was placed on the top of the model. Also, to stimulate employees, they had to see that it would be appreciated if they express positive and negative messages, so emoticons were included with both positive and negative facial expressions. The use of the board was considered most valuable. Interviews and a questionnaire was used to reflect on the use of the model. The test results showed that in general, employees felt free to express both negative and positive messages which were all were accompanied by emoticons. From the interviews is became evident that not all employees were stimulated to express themselves through the model, because it did not fit their personal preference to do so. Besides, employees did not see a connection between the use of the model and coping with stress. This also became clear from the results of the questionnaire. With this said, the goal of the frame is only partially accomplished. In order to find out if the intervention could help employees to cope with stress with an enduring effect, the test period should be significantly longer than a week. In the future, more iterations are needed to improve the concept. It should be further tested how to stimulate more employees to express themselves. Also, it should be tested if a digital prototype of the concept would have the same effect as the model. It should be explored what the possibilities are to incorporate a function for HR to process what employees put on the screen in order to detect conflicts in the work environment and to respond to those. With this project I hope that organisations will get inspired to be open to new approaches this process can provide, to solve the complex problems of today.