Why Work Isn’t Working: Insights from the Work Isn’t Working Quiz

As a business owner, leader, or manager, it’s essential to understand the dynamics that affect your workplace satisfaction and productivity. After all, if work isn’t working for you, it’s probably not working for anyone else on your team. The good news is, you have some control over the situation if you’re in a leadership role.

With this in mind, I created the Work Isn’t Working Quiz—a simple five-question survey designed to help you pinpoint the factors that might be draining your energy at work and how to address them. The results from this quiz have been insightful, shedding light on some surprising trends among those who participated. In this post, I’ll delve into the findings and what they mean for your work life.

Before diving into the data, let’s explore the quiz’s purpose. The Work Isn’t Working Quiz is not to diagnose unmanageable stress or, dare I say, burnout.  Rather, it’s about identifying the aspects of your work that might not be aligned with your preferences or strengths. By understanding these elements, you can take proactive steps to refuel your energy and improve your overall work experience.

Now, let’s take a closer look at what the data has revealed from the quiz results.

One of the most significant findings was that 69.2% of respondents felt that their work changes too quickly. This is crucial because constant change can lead to overwhelm, stress, and eventually burnout, especially if you don’t enjoy or adapt well to change.

What I find interesting in this answer is that a lot of the responding population are the ones who lead change for their organizations. I wondered if it was the organization that changes too quickly or if it’s more about the industries and technologies that change at warp speed. It could be a mix of both.

Rapid changes can be particularly taxing for those who thrive in stable environments.

While most quiz takers responded that change happened too quickly, 30.8% felt that change didn’t happen quickly enough at work. This can be equally as frustrating. If you constantly feel like work isn’t moving quickly enough, that’s something to explore and identify what you can control in your environment.

If you’re someone who struggles with change, it’s vital to recognize this and seek ways to introduce more stability into your work environment. This could mean setting more consistent schedules, creating routines, or finding ways to slow down the pace of change where possible.

On the flip side, if you enjoy change, find ways to mix up your days and weeks to stay out of the doldrums. Take on the role of change leader at your workplace when the opportunity presents itself. You could also find volunteer activities where you get to implement change.

Interestingly, responses to this question were nearly split, with 56.4% saying they enjoy managing a team and 43.6% saying they do not. This split is vital because enjoying or not enjoying team management can significantly impact your job satisfaction and potential for overwhelming stress.

I was a bit surprised by this result as the quiz was targeted towards business owners, leaders, and managers. All of those roles usually come with managing at least one other person’s work, so I was expecting to see a higher score on the “enjoy managing” side. However, one of my more popular blog posts is about what to do when you don’t want to be a leader anymore, so maybe this was to be expected.

If you find yourself in a role that requires team management, but you don’t enjoy it, this could be a source of stress. On the other hand, if you love managing teams but don’t have the opportunity, you might feel unfulfilled. Understanding your preferences here can guide your career decisions and help you seek roles that better align with your strengths.

It’s also important to note that if you’re a leader or manager who doesn’t enjoy leading, it doesn’t require a job change. You could look to members on your team who do enjoy leading to take on more of that role of your work. You could make it so you’re leading one person on the team (instead of 5, or 50).

If you do enjoy leadership, please make sure you’re putting yourself in leadership roles. Even if that’s not at work, you could be a leader in a volunteer organization. You could teach a class in your area of expertise. And remember, as business owners, if you have clients, you’re also leaders to your clients as well. Look for those leadership opportunities, and make sure you’re meeting that need. The world needs more good leaders!

Another question that offered surprising insights was whether work is too focused on the future instead of the present. 66% of respondents felt that their work isn’t focused enough on the future. Only 34% felt that their workplace is overly focused on future possibilities, neglecting the present.

For visionaries, having time to focus on the future is essential, but it’s equally important to balance this with the realities of the present. If you feel your workplace is too future-focused, it might be worth advocating for more attention to immediate tasks and challenges to ensure that present needs are met.

All organizations must strike a balance between focusing on the future and working with the current reality. As leaders, it’s our job to be aware of this dynamic and strike a balance that keeps everyone rowing in the same direction, at the same time.

This question yielded an even split, with 50% of respondents feeling satisfied with their accomplishments over the past six months and 50% not. This balance was surprising, as business owners and leaders often feel they haven’t accomplished enough.

Satisfaction with work accomplishments can be a significant factor in overall job satisfaction. If you’re in the camp that feels unsatisfied, it might be helpful to set more realistic goals or take time to reflect on what you have achieved. Also, review what you have accomplished over the last six months. Take time to write down your achievements. It’s easy to forget them once the moment has passed.

Conversely, if you are satisfied, consider what factors contribute to this and how you can maintain that positive momentum. Also look for ways to continue to improve and gain ground in your workplace.

The final question addressed confidence in delegated tasks being completed satisfactorily. Not surprisingly, 56% indicated a lack of confidence in this area, while only 44% said they did have confidence that the tasks they’ve delegated would be completed as expected. Let’s look into this area in more detail.

If you struggle with trusting that delegated tasks will be done correctly, it could stem from perfectionism or a lack of effective communication with your team. Building trust through clear expectations, regular check-ins, and open communication can help mitigate this concern and reduce the urge to take back tasks you’ve delegated.

On the other hand, if you feel that you can trust your team with delegated work, trust but verify is your new mantra. The key is to maintain that vibe as you grow and scale as a leader, so identify why it’s working now. Is it really great training? Process documentation? Fantastic hiring decisions? You’ll want to know why you feel you can trust your team at work today, so that you’ll continue to lead and manage that way as your team grows tomorrow.

The results summarized in this video were based on data through August 2024. I plan to update this once a quarter as more people take the work isn’t working quiz. 

1. Know Where You Stand. The first step is to take the quiz, if you haven’t already, and know how your preferences stack up. If you’re interested in exploring this further, reach out to me. I use an assessment that looks at all of these characteristics, and more, in greater detail. Bonus – learn where you and your team members stand on all of these topics. Understanding, respecting, and working with your team’s preferences will improve workplace performance and team dynamics all around!
2. Identify and Address Rapid Changes: If you find that changes at work are happening too quickly for your comfort, consider strategies to slow down the pace where possible. This might involve setting more consistent schedules or advocating for more stability in your role.
3. Evaluate Your Role: If you don’t enjoy managing a team or you’re in a role that doesn’t align with your strengths, it might be time to consider a change. Aligning your work with what you enjoy can significantly reduce stress and increase satisfaction.
4. Balance Future and Present Focus: Ensure that your work environment balances visionary thinking with present realities. If you’re too focused on the future, take time to address immediate needs to avoid feeling overwhelmed.
5. Reflect on Your Accomplishments: Regularly reflect on your achievements to ensure you’re setting realistic goals and recognizing your successes. This can help maintain a positive outlook and prevent burnout.
6. Build Trust in Delegation: Work on building trust with your team by setting clear expectations and maintaining open communication. This will help ensure that delegated tasks are completed to your satisfaction and reduce your stress levels.

And if you’d like to understand more about these stats for yourself and your team, book a strategy session with me below!

The Work Isn’t Working Quiz is just one tool to help you understand what might be off in your work life. By taking the time to reflect on these insights, you can make informed decisions that lead to a more satisfying and balanced work experience. If you haven’t taken the quiz yet, I encourage you to do so and share it with others who might benefit.

Remember, understanding your work preferences and strengths is the first step toward creating a work environment that fuels rather than drains you. Whether it’s embracing change, managing teams, or balancing future-focused work with present tasks, the key is awareness and proactive management.

As we collect more data, I’ll continue to share insights and trends that can help you navigate your work life more effectively. Stay tuned for updates, and don’t hesitate to reach out if you have any questions or need further support.