Unhappy at work but unsure what to do? The UMPIRE test gives you a clean way to call the shots, avoid banana skins and make a confident decision. 

If things aren’t great at work, you’re in good company. Many people find their weekends are overshadowed by work or by a knot in the stomach when work thoughts intrude. It’s a dilemma that keeps people awake. I’ve been there too: I’ve had my fair share of crossroads, and knowing what to do was never easy. It’s hard to know when to stay and try some changes, and when to call time. 

In tough and uncertain times, decisions about work matter more, and can feel harder. You need a practical way to assess what’s going on, and what to do next. 

There's a simple way to see things clearly: the UMPIRE test. 

Think like an umpire 

Imagine work as a game you play alongside colleagues, clients, customers and bosses. You make a real effort to play your part, and to play by the rules. 

Why not stop being a player and switch to the umpire’s position? From there, you’re no longer a player: you’re calling the shots. You’ve got distance, perspective and authority. You can see how the game’s being played and call time if needed. 

The UMPIRE test helps you do exactly that, and it applies at every level: from career starters to senior leaders. Reflect by yourself first, then have an honest conversation with your best friend at work. A well‑timed conversation can prevent solvable issues turning into regretted decisions. 

U — Underperformance 

Performance reviews shouldn’t only point at you; they should be two-way. Assess how those who affect you most are performing: your boss, your colleagues, and the organisation. 

Nowhere is perfect. People make mistakes, and we don’t help ourselves sometimes. Most organisations genuinely want to get this right, but things can get in the way leaving you carrying the consequences of others’ shortcomings. 

Ask yourself: 

• Given a free choice, would I choose to work for my boss(es)? 

• Am I set up for success or for struggle? 

• Are they are a net positive part of my life? 

Banana skins: 

• Waiting for a miraculous transformation. 

• Quietly picking up the slack as a long‑term fix. 

• Treating persistent underperformance as “just how it is.” 

M — Misconduct 

Some behaviour makes you go, “ouch.” Crossing the line on respect, integrity or legal obligations is a serious issue. So is finding yourself penalised for being in the 'out' group. Or working somewhere that talks a good game but behaves very differently behind closed doors. 

If the behaviour is toxic, the impact unavoidable, and leadership complicit, the umpire would stop the match. Good organisations address issues: it’s a great idea to do the same. If yours won’t, that’s vital data that shouldn’t be ignored. 

Ask yourself: 

• Have I seen or experienced behaviour that is not okay with me? 

• What does your organisation protect most: principles, power or favourites? 

• Do lived behaviours match worthy statements and keep people well? 

Banana skins: 

• Hoping it will fix itself. 

• Staying quiet out of fear or loyalty. 

• Letting empty words numb you into inaction. 

P — Prohibition 

Sometimes someone must leave because a rule has been broken, and you don't want that someone to be you. A change of the rules, an incident in the public eye, or a situation that spirals faster than anyone can control. 

I’ve seen it more often than I’d like and good people can still end up in situations they never thought possible. It can be horrible for everyone involved. If it ever happens, get the right support quickly. 

Ask yourself: 

• Do I know the rules that apply to me, and am I at risk? 

• Am I aware of anything that, were it exposed, would cause problems? 

• Is there anything I need to do now to protect myself or to do the right thing? 

Banana skins: 

• Being an ostrich when it comes to your obligations. 

• Allowing others to influence you to fall short of your own standards 

• Not seeking timely help from the right people. 

I — Incompatibility 

This is the no‑fault mismatch: you’re good, they’re good, but the fit isn’t. 

Maybe the organisation says it values difference, but you’re made to feel the exception. Maybe your performance inadvertently shows others up. Maybe you’re a change agent when that isn’t welcome. Or maybe you surface awkward truths instead of giving the expected ego massage. Or at least keeping quiet. 

Sometimes the best thing you can do is acknowledge it’s not working and move on. Good people often blame themselves first: check whether you’re carrying more than your share. 

Ask yourself: 

• Can I be myself here without penalty? 

• Is this a place you can thrive, or somewhere you must survive? 

• What do promotion and financial decisions say about what’s truly valued? 

Banana skins: 

• Bending out of shape to fit in. 

• Blaming others when it’s simply misalignment. 

• Believing great performance will neutralise politics, envy or enmity. 

R — Redundancy 

Your role no longer fits who you are or what you want. Life happens: circumstances change, ambition alters, development stalls, and you find yourself in a cul‑de‑sac that’s not working for you. The wise treat a loss of mojo as a call to reflect and spur for action: others do nothing or get defensive. 

Ask yourself: 

• Is this job working for me? 

• Is there one change that would make it a better fit, and have I asked? 

• What’s blocking my progress, and is it likely to change? 

Banana skins: 

• Treating lost mojo as a mood, not a message. 

• Staying for habit, fear or ‘jam tomorrow’. 

• Climbing a ladder to find it leaned on the wrong wall. 

E — Energy drain 

You’re not set up to succeed and you’re paying too high a price. Your sleep, health, confidence and relationships are taking the hit. The job has become a sinkhole, and you’re the one counting the cost of staying put. 

At best, it squeezes your life. At worst, it diminishes it and no one cares. You deserve better than ongoing strife for doing your job, or to work with colleagues who don’t have your back. This is when you need people who care, and sometimes professional help. 

Ask yourself: 

• What is my body telling me? 

• What important thing have I neglected because of this job? 

• Who has my back when things go wrong: anyone? 

Banana skins: 

• Not taking unhappiness seriously. 

• Mistaking being useful for being valued. 

• Neglecting yourself until you are too depleted to act. 

What next? 

The UMPIRE test gives you clarity. There are two options now: 

• Option 1: you are happy where you are. Great! Keep the umpire’s view and stay in your happy place. 

• Option 2: you want to make changes. Great! Act early. That’s where the ACT model comes in. My next article explores how to move from feeling stuck to taking practical, confident action. 

A final thought if you decide it's time to change. Is it worth having an open conversation with your organisation before making an irrevocable decision? Sometimes it's a good idea, sometimes not, but it's worth weighing the pros and cons. 

Wise organisations know that a well‑timed conversation can prevent good people from drifting towards the exit.