Using a Statistical Mindset to Decide What to Do About a Job You Dislike

Instead of relying on gut feelings, this system replaces vague career regret with a two-to-four-week log that scores six specific dimensions—meaning, fit, growth, respect, compensation, and relationships—on a one-to-ten scale. It then applies the Five Whys to trace chronic low scores to their root cause and uses a stay-or-leave checklist to separate one fixable problem from a structural mismatch. The framework also flags the anchoring mistake of reacting to a single bad quarter instead of letting the numbers average out.

Buyers get a complete diagnostic process from weekly log through root-cause analysis to the final checklist, so the stay-or-leave call is backed by data rather than mood. You can rebrand this piece and publish it on your own site as a career-decision guide.