Wellness Tools

Job Satisfaction Analyzer

Should you stay or should you go? Rate your job across 10 key dimensions and get an honest, data-driven recommendation — not just gut feel.

Rate Your Job

Rate each dimension honestly. 1 = very dissatisfied, 5 = very satisfied. Answer based on how things are now — not how they used to be or might be.

What matters most to you right now?

Pay & Compensation
3
My salary, bonus and total package are fair for my role, experience and market rate
Very underpaid Below market About right Above market Excellent pay
Growth & Learning
3
I have real opportunities to learn, develop skills and advance my career here
No growth Little growth Some growth Good growth Exceptional growth
Manager Relationship
3
My manager supports me, gives useful feedback, advocates for me and is fair
Toxic manager Poor manager Average manager Good manager Great manager
Meaning & Purpose
3
My work feels meaningful — I believe what I do matters and I feel engaged
No meaning Little meaning Some meaning Mostly meaningful Deeply meaningful
Team & Culture
3
I enjoy working with my colleagues and feel the culture aligns with my values
Toxic culture Poor culture Neutral Good culture Great culture
Work-Life Balance
3
My job allows me to maintain a healthy personal life without chronic stress or overwork
Destroying it Very poor Manageable Good balance Excellent balance
Job Security
3
I feel confident about the stability of my role and the health of the company
At high risk Uncertain Somewhat stable Stable Very secure
Recognition & Respect
3
My contributions are noticed, appreciated and fairly recognised by my organisation
Invisible Rarely noticed Sometimes noticed Usually recognised Highly valued
Autonomy & Flexibility
3
I have meaningful control over how, when and where I do my work
Micromanaged Little control Some control Good control Full autonomy
Career Alignment
3
This role is moving me toward my long-term career goals — I can see my future here
Wrong direction Off track Neutral On track Perfect alignment
Your Context

Your Analysis Will Appear Here

Rate your job across 10 dimensions and click Analyze My Job Satisfaction for an honest stay-or-go assessment.

10 dimensions Stay-or-go verdict Action plan
Career Decisions

How to Make a Clear-Headed Stay-or-Go Decision

Track over time, not a snapshot
A bad week can tank your scores. A great week can inflate them. One assessment tells you where you are today — three assessments over 3 months tell you the truth. If your dissatisfaction persists across multiple snapshots, it is real. If it comes and goes, investigate what is driving the variation.
Some dimensions are non-negotiable
Manager relationship is consistently the strongest predictor of job satisfaction in research. A bad manager can poison every other dimension. Similarly, chronic financial stress and values misalignment rarely self-resolve. Know which of your low scores you can live with and which are dealbreakers.
Try fixing it before leaving
The grass often looks greener. Before deciding to leave, ask: have I actually raised this problem with my manager? Have I asked for what I want? Most problems that seem structural are actually addressable — but only after you have named them clearly and given the organisation a chance to respond.
Calculate the real cost of leaving
Job searching takes 3-6 months on average. Moving roles involves a ramp-up period. Benefits often change. Factor in the real transition cost before deciding the current pain is more expensive than the change. The Career Change Feasibility tool can help model this.
Separate circumstance from fit
Are you unhappy because of a temporary project, a difficult quarter, a personal situation — or because of something structural? Circumstance is temporary; structural misfit is not. Before concluding the job is wrong, test whether the low satisfaction is tied to a specific circumstance that could change.
The "Sunday test" is real data
How do you feel on Sunday evening? Mild apprehension is normal. Dread that starts Friday is a signal. This informal emotional data point is surprisingly accurate at predicting whether someone ultimately stays or leaves — and how urgently. Pay attention to it.

Related Tools

Work-Life Balance Scorecard
How balanced is your life?
Career Change Feasibility
Can you afford to change careers?
Career Path Suggester
Where can your career go?
Salary Negotiation Script
Negotiate the raise you deserve

Frequently Asked Questions

Above 70 generally indicates you are broadly satisfied — there may be areas to improve, but the fundamentals are working. Scores of 50-70 suggest meaningful dissatisfaction in several areas that is worth addressing, either by improving the current role or exploring alternatives. Below 50 indicates significant ongoing dissatisfaction that is likely affecting your performance, wellbeing and motivation.

Manager relationship is the single strongest predictor of job satisfaction. A persistently low manager score that does not improve is a serious signal — research shows most people do not leave jobs, they leave managers. If you have not had a direct conversation with your manager about what is not working, try that first. If the relationship is genuinely toxic or has not improved after honest attempts, escalate to HR or begin exploring alternatives.

Yes — completely. Job satisfaction naturally fluctuates with project phases, team changes, company performance and personal circumstances. A single low score during a difficult quarter is not a verdict. It becomes significant when dissatisfaction persists across multiple assessments over several months, or when specific dimensions are chronically low regardless of external circumstances.

Not necessarily based on score alone. Consider: (1) Is this a temporary situation or structural? (2) Have you raised your concerns? (3) Is your dissatisfaction tied to fixable things? (4) What is the financial and career cost of leaving? A score is a starting point for reflection — not a verdict. Use the Career Change Feasibility tool to model the practical implications before deciding.

Research consistently points to: manager relationship, growth opportunities, meaning and compensation as the highest-impact dimensions. Autonomy and culture are close behind. Physical conditions, perks and prestige tend to matter less for sustained satisfaction than intrinsic factors. This is why people often leave high-paying jobs at prestigious companies when other core dimensions are broken.

The framework this tool provides gives you a structured way to articulate your dissatisfaction. Instead of "I'm unhappy," you can say "I scored myself 2/5 on growth opportunities and here is why..." Specific, dimensional feedback is easier to act on than general unhappiness. Bring your lowest-scoring dimensions and one specific thing you would like to see change.