Am I Getting Fired Quiz
Questions: 15 · 10 minutes
1. What is happening to the work or revenue that supports your position?
The work remains active, funded, and assigned at a typical level.
Demand fluctuates, but there is no sustained decline specific to my area.
Key projects, clients, or funding sources have ended without clear replacements.
The function supporting my role is being closed, outsourced, or discontinued.
2. What has happened to coworkers in roles similar to yours?
Comparable roles remain staffed without an unusual pattern of departures.
Some people have left voluntarily or moved internally for varied reasons.
Several similar roles have recently been consolidated, left unfilled, or removed.
People in substantially the same role have been laid off, and further reductions are underway.
3. How are budget pressures affecting your team?
Normal budget limits apply, but staffing and core work remain supported.
Discretionary spending or open hiring has been reduced across the organization.
Projects, contractor hours, or vacant positions on my team have been cut because of financial pressure.
Leadership has said the team must eliminate positions or substantially reduce headcount.
4. What has your organization communicated about layoffs or workforce reductions?
No reductions have been announced, and staffing messages have been relatively stable.
Leaders have discussed controlling hiring or expenses without announcing job cuts.
Possible or planned reductions have been announced, but affected roles are not yet clear.
Active reductions have been announced for my unit, location, or job group.
5. A project you normally lead is reassigned. What best describes the situation?
The reassignment was planned, explained, and balanced with comparable work.
It appears temporary, but the reason or duration is not fully clear.
Important duties were reassigned after concerns about my work, with little replacement responsibility.
Most of my core duties have been transferred and I have been told not to continue them.
6. You are invited to a meeting involving your manager and HR. Which description best matches what you know about its purpose?
It is a standard administrative meeting that colleagues also attend.
The purpose is unclear, and no prior performance issue has been mentioned.
It follows recent performance concerns, but no formal employment consequence has been stated.
I was told it concerns a final warning, disciplinary action, or possible termination.
7. When future work is discussed, how is your role represented?
I am included in plans that match my expected responsibilities.
Long-term plans are generally uncertain for the whole team.
Plans cover my area but repeatedly omit my role or assign its future work elsewhere.
I have been directly excluded from upcoming work because others are expected to take over my responsibilities.
8. Which situation best describes another person learning or assuming your work?
Knowledge-sharing is reciprocal or part of normal cross-training.
Someone is learning selected tasks for backup coverage or team flexibility.
I have been asked to transfer substantial responsibilities without a clear account of my future role.
A person has been assigned to assume nearly all my duties while my own ongoing responsibilities remain undefined.
9. Following a merger, reorganization, or leadership change, how much does your role overlap with others?
My responsibilities remain distinct and have been included in the new structure.
There is some overlap, but responsibilities are still being mapped across many roles.
Most of my work duplicates another established role, and ownership has not been clarified.
The new structure has formally assigned my core function elsewhere or identified my role as redundant.
10. How have missed targets or deadlines been handled recently?
I have generally met them, or adjustments were agreed upon before problems arose.
There was an isolated miss that was discussed as a situational issue.
A pattern of misses has been raised with specific expectations for improvement.
The pattern has been formally documented as jeopardizing my continued employment.
11. How has your inclusion in meetings changed recently?
My meeting access still matches the work I am expected to perform.
I have missed a few meetings because schedules or attendance rules changed broadly.
I am repeatedly excluded from meetings directly relevant to my responsibilities, without a clear explanation.
I have been removed from nearly all planning or decision meetings tied to my role.
12. What is the clearest statement your manager has made about your job status?
They have not linked any feedback to my job status.
They have emphasized general standards or accountability without singling out my position.
They have said substantial improvement is required, but have not explicitly mentioned termination.
They have directly said my job is at risk or that termination is being considered.
13. Compared with your usual reviews, what happened in your latest performance review or check-in?
It was broadly consistent with expectations and contained no major unresolved concern.
It was delayed, unusually brief, or vague without explaining why.
I was rated below expectations and given concrete corrective goals.
I was told that failure to meet near-term requirements could end my employment.
14. During the past three months, how has your manager communicated about your performance?
Feedback has been routine or positive, with no specific unresolved concern.
Some comments have been ambiguous or cooler than usual, but no clear deficiency was identified.
My manager has raised a specific concern more than once or set an informal improvement expectation.
I have received a formal written warning, performance plan, or documented notice of serious deficiencies.
15. What has happened to your access to files, systems, clients, or workspaces?
Access remains appropriate for my responsibilities.
Minor access changed during a general security, software, or workflow update.
Useful access has been restricted specifically for me, and the explanation is incomplete.
Essential access has been disabled or handed to someone else without a routine operational explanation.