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A structured diagnostic to determine if you should leave your job. Based on proven frameworks from career coaches and organizational psychologists. No feelings, just data.
Codex 또는 Claude로 설치 이 Prompt를 복사해 Codex, Claude 또는 다른 어시스턴트에 붙여 넣으면 Skill 페이지를 검토하고 설치를 진행할 수 있습니다.
SOC 직업 분류 기준
| name | should-i-quit |
| description | A structured diagnostic to determine if you should leave your job. Based on proven frameworks from career coaches and organizational psychologists. No feelings, just data. |
"Should I quit?" is the wrong question. It's too binary, too emotional.
Better questions:
This skill provides a structured diagnostic — not to tell you what to do, but to give you clarity.
Rate each dimension (1 = terrible, 5 = excellent):
ROLE FIT
[ ] Work matches my strengths: ___/5
[ ] Work challenges me appropriately: ___/5
[ ] I see growth opportunities here: ___/5
[ ] My contributions are recognized: ___/5
Subtotal: ___/20
PEOPLE FIT
[ ] I respect my direct manager: ___/5
[ ] My manager supports my growth: ___/5
[ ] I enjoy working with my team: ___/5
[ ] Leadership is competent: ___/5
Subtotal: ___/20
CULTURE FIT
[ ] Values align with mine: ___/5
[ ] Communication is healthy: ___/5
[ ] Politics are manageable: ___/5
[ ] Psychological safety exists: ___/5
Subtotal: ___/20
COMPENSATION FIT
[ ] Base pay is fair for market: ___/5
[ ] Total comp is competitive: ___/5
[ ] Benefits meet my needs: ___/5
[ ] Equity/upside potential: ___/5
Subtotal: ___/20
LIFE FIT
[ ] Work-life boundaries respected: ___/5
[ ] Commute/location works: ___/5
[ ] Schedule flexibility: ___/5
[ ] Stress is sustainable: ___/5
Subtotal: ___/20
TOTAL: ___/100
Score interpretation:
Low scores usually have specific causes. Identify yours:
| Low Score Area | Common Root Causes |
|---|---|
| Role Fit | Wrong job, underutilized, no growth path |
| People Fit | Bad manager, toxic team, incompetent leadership |
| Culture Fit | Values clash, political environment, no safety |
| Compensation | Underpaid, no equity, benefits gap |
| Life Fit | Burnout, bad commute, no flexibility |
The key question: Is this fixable here, or structural?
Before quitting, have you:
CONVERSATIONS
[ ] Had a direct conversation with my manager about my concerns?
[ ] Asked for what I need (raise, role change, flexibility)?
[ ] Explored internal transfer options?
[ ] Given clear feedback about what's not working?
BOUNDARIES
[ ] Set clear work-life boundaries?
[ ] Pushed back on unreasonable demands?
[ ] Protected my time and energy?
MINDSET
[ ] Separated temporary stress from chronic misalignment?
[ ] Considered if this is about the job or about me?
[ ] Given it enough time (minimum 6-12 months in role)?
ALTERNATIVES
[ ] Explored other teams/roles internally?
[ ] Tested the market to know my options?
[ ] Built relationships outside my immediate team?
If you haven't checked most of these, don't quit yet. Try them first.
Cost of Staying (1 year)
| Cost | Impact (1-10) |
|---|---|
| Mental health impact | ___ |
| Physical health impact | ___ |
| Career opportunity cost | ___ |
| Relationship strain | ___ |
| Loss of confidence/skills | ___ |
| Total | ___/50 |
Cost of Leaving (1 year)
| Cost | Impact (1-10) |
|---|---|
| Financial gap (runway needed) | ___ |
| Career risk (gap, unknown) | ___ |
| Loss of unvested equity/benefits | ___ |
| Relationship disruption (team) | ___ |
| Identity disruption | ___ |
| Total | ___/50 |
Compare: Which total is higher? That's your bigger risk.
How long have you felt this way?
| Duration | Recommendation |
|---|---|
| < 3 months | Too early. Could be adjustment, project, or temporary. |
| 3-6 months | Investigate. Is there a pattern? |
| 6-12 months | Serious. If you've tried fixes and nothing changed, consider exit. |
| > 12 months | Urgent. You've given it time. Either something changes or you leave. |
Are you running toward something, or away from discomfort?
Running away (risky):
Running toward (better):
The rule: Never quit just to escape. Quit to pursue.
After completing the diagnostic:
IF score < 40 AND tried fixes AND > 6 months
→ Start active job search. This isn't working.
IF score 40-60 AND have not tried fixes
→ Have the hard conversations first. Give it 3 more months.
IF score 40-60 AND tried fixes AND > 12 months
→ Start exploring. You've given it a fair shot.
IF score 60-80
→ Optimize, don't quit. Fix the weak spots.
IF score > 80
→ Why are you even asking? Stay and grow.
If you haven't had it yet:
"I want to be transparent with you about where I'm at.
I've been feeling [specific concern] for [duration].
What would help me:
- [Specific request 1]
- [Specific request 2]
- [Specific request 3]
I want to make this work here, but I need [X] to change.
Can we talk about what's possible?"
Before quitting:
Monthly expenses: $___
Emergency fund: $___
Expected job search duration: ___ months
Severance (if applicable): $___
Unvested equity/bonus forfeited: $___
Minimum runway needed: 6 months expenses
Recommended runway: 12 months expenses
Current runway: ___ months
Ready to quit without new job? [Yes/No]
Some situations warrant faster exits:
Answer honestly:
When helping someone with this decision:
BEFORE ANNOUNCING
[ ] Financial runway secured (6-12 months)
[ ] New role secured OR clear plan for search
[ ] References identified (not current manager)
[ ] LinkedIn/resume updated
[ ] Personal files/contacts backed up
ANNOUNCEMENT
[ ] Resignation letter written (professional, brief)
[ ] Manager meeting scheduled (in person if possible)
[ ] HR process understood
TRANSITION
[ ] 2-week notice (or per contract)
[ ] Knowledge transfer documented
[ ] Relationships maintained (don't burn bridges)
[ ] Exit interview (be honest but professional)
Most people quit too late, not too early.
They stay hoping things will change. They stay because leaving is scary. They stay because of sunk cost.
Don't be most people.
If the data says go, go.