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Future-proofed or floundering in futility?
This is the ultimate quiz for managers looking for clarity: If you think this test is a waste of time, chances are you’re the case study. Answer these 8 questions to find out if you’re leading your team smartly… or fast-tracking a collective walkout.
Your team is going through a rough patch and needs a boost. You choose:
Answer A: A 3-hour Zoom call on “engagement and resilience” at 8:30 on a Monday morning.
Answer B: A raise for the people holding the company together.
Answer C: A corporate email filled with empty phrases about “our mission” and “shared commitment.”
Right !
Correct answer: B.
Words alone don’t pay the bills. Moss explains that employees aren’t demotivated due to a lack of enthusiasm; they’re burned out from a lack of tangible recognition.
Wrong !
Correct answer: B.
Words alone don’t pay the bills. Moss explains that employees aren’t demotivated due to a lack of enthusiasm; they’re burned out from a lack of tangible recognition.
Your team is overwhelmed and clearly exhausted. What’s your solution?
Answer A: Send them an article about the benefits of microdosing LSD at work.
Answer B: Give them extra days off and bring in additional support.
Answer C: Remind them that “true leaders emerge in tough times.”
Right !
Correct answer: B.
Employees aren’t warriors or monks. Moss stresses the need for a humane pace of work. If the team is collapsing, the problem isn’t the people—it’s the system.
Wrong !
Correct answer: B.
Employees aren’t warriors or monks. Moss stresses the need for a humane pace of work. If the team is collapsing, the problem isn’t the people—it’s the system.
You sense that your team is losing motivation. What do you do?
Answer A: Install a brand-new foosball table in the break room and hang up a “Work Hard, Play Hard” poster.
Answer B: Give them a special bonus to recognize their commitment.
Answer C: Organize a “stress management” workshop led by an HR intern who just read The Four Agreements.
Right !
Correct answer: B.
Employees don’t need a foosball table—they need real recognition. Moss calls out the shallow attempts to make work “fun” while ignoring the underlying real issues.
Wrong !
Correct answer: B.
Employees don’t need a foosball table—they need real recognition. Moss calls out the shallow attempts to make work “fun” while ignoring the underlying real issues.
You’ve just learned that 40% of employees are thinking about quitting. How do you react?
Answer A: Schedule a mandatory “re-engagement” meeting with a motivational speaker.
Answer B: Take a hard look at why your company has become unbearable—and fix it.
Answer C: Enforce a new “team spirit” charter and penalize remote workers.
Right !
Correct answer: B.
If people are leaving, it’s not an engagement issue—it’s a working conditions issue. Moss reminds us that quiet quitting and the “great resignation” are logical responses to toxic management.
Wrong !
Correct answer: B.
If people are leaving, it’s not an engagement issue—it’s a working conditions issue. Moss reminds us that quiet quitting and the “great resignation” are logical responses to toxic management.
Your company wants to show it's modern and flexible. You announce:
Answer A: One remote work day per month (with a solid reason and a three-step approval process).
Answer B: A comprehensive overhaul of work schedules and setups aligned with employees’ actual needs.
Answer C: A new “hybrid” policy where remote work is allowed… but only on Friday afternoons when there are no meetings.
Right !
Correct answer: B.
Flexibility can’t simply be imposed; it’s a response to reality. Moss points out that companies unwilling to shift toward more autonomous ways of working will see their top talent walk out the door.
Wrong !
Correct answer: B.
Flexibility can’t simply be imposed; it’s a response to reality. Moss points out that companies unwilling to shift toward more autonomous ways of working will see their top talent walk out the door.
Your company needs to cut costs. You start by:
Answer A: Getting rid of lunch vouchers and the free coffee machine.
Answer C: Laying off 10% of the staff, then sending an email about “our commitment to putting people first.”
Right !
Correct answer: B.
If the company’s struggling, the people creating value shouldn’t be the ones to pay the price. Moss criticizes short-term management strategies that sacrifice employees instead of questioning crazy spending.
Wrong !
Correct answer: B.
If the company’s struggling, the people creating value shouldn’t be the ones to pay the price. Moss criticizes short-term management strategies that sacrifice employees instead of questioning crazy spending.
You’re launching a diversity and inclusion program. What does that actually look like?
Answer A: A LinkedIn post with a stock photo of every ethnicity holding hands.
Answer B: A genuine policy for fair hiring and promotion, backed by measurable commitments.
Answer C: A mandatory workshop on microaggressions—but no real internal changes.
Right !
Correct answer: B.
Empty statements mean nothing without real action. Moss emphasizes the need for structural change, not just performative gestures.
Wrong !
Correct answer: B.
Empty statements mean nothing without real action. Moss emphasizes the need for structural change, not just performative gestures.
An employee asks for a raise after three years without a salary review. You respond:
Answer A: “Money isn’t everything in life. Think about how fulfilled you are here.”
Answer B: “You’re right—we’ll adjust your salary based on market standards.”
Answer C: “There’s no budget, but we can give you a fancy new title instead.”
Right !
Correct answer: B.
Employees can’t pay rent with fancy titles. Moss emphasizes the importance of fair compensation that keeps pace with the cost of living.
Wrong !
Correct answer: B.
Employees can’t pay rent with fancy titles. Moss emphasizes the importance of fair compensation that keeps pace with the cost of living.
Your results
/ 8
Results:
👉 8 correct answers: You’re a future-ready leader. You understand that work isn’t about sacrifice—it’s about balance. Your team is lucky to have you!
👉 5 to 7 correct answers: You’re a manager on the path to redemption. You see the flaws in the system, but you’re still holding back when it comes to driving real change.
👉 3 to 4 correct answers: You’re in full denial. You’re stuck using outdated playbooks and can’t figure out why your team’s disengaged. Open your eyes before they all quit at once.
👉 0 to 2 correct answers: You’re public enemy number one when it comes to workplace well-being. You’ve mastered all the worst management habits—and you’re somehow surprised by the skyrocketing turnover. Time to course-correct before it’s too late.
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