Watch
Level. Scores 26 to 50. Some signals present. Keep a record and ask one direct question.
This check reads common signals. Signals are not a prediction, and this page cannot know your employer's plans. It is not legal advice: in the US, retaliation and discrimination have legal remedies and some layoffs require notice under the WARN Act; if you suspect either, talk to an employment lawyer. If your visa depends on your job, seek immigration counsel early. If the worry is affecting your health, talk to someone; in the US, call or text 988.
Your signal score is between 26 and 50. Some of the twelve signals are present, and your bars show which groups they sit in. This check calls that Watch. Signals are not certainty. At this level they are a reason to pay attention, not a reason to act on a guess.
Read the bars before the score, because the group matters more than the number. Manager signals on their own can have ordinary causes: a manager under pressure, a new boss above them, a crowded quarter. Company signals describe an area, not a verdict on you. Market signals describe a field, not a person. A performance signal is different. If anything about your work has been put in writing, treat it as the most important bar on the page, whatever the score says.
The mistake to avoid at this level is going quiet. If you stop asking questions in case the answer is bad, the silence can read to your manager as disengagement, and a signal you were worried about becomes one you helped create.
What to do this week. Start a record: each Friday, two lines on what you delivered and any feedback you received, with dates. It takes five minutes and it is useful whatever happens, for a review, a promotion case or a job search. Keep your own copies of your reviews as well.
Then ask your manager one direct question about your work, not about rumours: is there anything about how I am doing that you would want me to change this quarter? Write the answer down, and send a two line summary afterwards. You now have evidence instead of a guess.
If your manager bar is the highest, the one on one itself is the place to start. The 1:1 meeting builder is built for managers, and it also shows you, from your side of the table, what a good one on one should cover.
What to do with this result
If you do not manage people
Your next one on one. Ask one direct question about your work: is there anything about how I am doing that you would want me to change this quarter? Keep it about the work, not about rumours. Write the answer down and send a two line summary afterwards.
Start the record. Every Friday, two lines: what you delivered, and any feedback you heard, with dates. Keep your own copies of your reviews. Nothing more is needed at this level.
If your strongest bar is Company or Market, the change is around you, not about you. The free leadership style quiz shows the strengths you would take anywhere.
If you manage people
If one of your people would score you at this level, you have left them guessing. In Gallup research reported by Fortune, 45 percent of people who left a job voluntarily had no conversation with their manager about their future in the three months before they went. You cannot always tell your people what you know. You can always tell them what you do not know yet, and when you will say more.
Put the one on ones back in the diary first; the 1:1 meeting builder gives them a structure. If you are being asked to plan a smaller team, the span of control calculator shows what each manager can carry.
Next step
If you need support now
This page is not a crisis service and nobody reads your answers. If you are thinking about harming yourself or you are in danger, reach a person today. In the US, call or text 988 to reach the 988 Suicide and Crisis Lifeline, or text HOME to 741741 to reach Crisis Text Line.
In the UK and Ireland, call Samaritans on 116 123, or text SHOUT to 85258. Anywhere else, call your local emergency number. If work is affecting your sleep or your health, see a doctor. A coach is not the right first call for that, and neither is a quiz.
If this is a legal matter
Harassment and discrimination at work are legal questions, and a quiz cannot answer them. In the US, the Equal Employment Opportunity Commission explains what the law covers and how to file a charge at eeoc.gov. In the UK, ACAS gives free, impartial advice at acas.org.uk. An employment lawyer can tell you what applies to you. Nothing on this page is legal advice.
The other results
About this result
This is one of 4 results from the Job Security Signals Check: am I getting fired, a free tool that shows the score without an email. Aggregate figures are at the statistics page once 30 completions have been reached. More free tools are at the tools shelf.