Spread thin at work? Being asked to take on more? You’re not alone. Many companies and organizations have undergone restructuring, layoffs and generally struggled under the turbulence of the pandemic.
Expanding project demands and staffing changes can be a great source of new opportunity and the chance to build our responsibility as well as new skills. However, we’re not volunteers.
When confronted with a growing workload and rising responsibility, how can you best advocate for yourself and your paycheck?
You’re Doing to Work of Two (or More)
A colleague quit unexpectedly, was promoted or reassigned and your workload is the first to feel the aftershock. Often these changes are introduced as temporary solutions: “We’re in a tight spot and need you to step-up.” You’re a team player, feel a duty to the group and are committed to the organization’s mission and so you do. Yet, the reality remains that it can take time to identify a suitable candidate to fill a vacant position.
Request a Meeting
When confronted with a significant shift in the scope of your duties, request a sit-down meeting with your supervisor to define your new tasks as clearly as possible. This includes their performance expectations—deliverable timelines, completeness and quality. If you’re handling multiple roles, this MUST be accounted for. Do not blindly agree to take on more without having this conversation.
Determine the Scope & Support Necessary
Are you taking on the work of a lateral colleague or someone above you? Will you be managing new or additional staff? Will you be required to travel, attend additional meetings? Has your administrative burden grown (managing staff schedules, annual evaluations)?
Is this a short-term or long-term arrangement? Is it permanent? If not, what’s their timeline for hiring?
Short-term Commitment
If the change is defined as a temporary one (resolved in 3-6 mos), the smartest tact may be to take on the new duties gracefully. Be sure to thoroughly document all the new projects you’ll be contributing to and your role as well as any new skills or abilities you’re building. This will be an important reference to share prior to your annual evaluation.
Ask About Resources
Your employer is saving income by redistributing work previously handled by a second staff person. Though employers may hesitate to offer a pay bump or extra vacation days for taking on a short-term increase, you don’t know unless you ask.
Similarly, what additional team members, equipment/technology or added time (to meet deadlines) are they offering? Is it enough?
Be Honest
Use this conversation to be honest (with yourself and your supervisor) about what metrics, goals or deliverables you can truly achieve. Don’t assume that it’s all on you. Communicate your needs.
This has been a grueling work period for many. If your mental, emotional or physical health is suffering, be clear about your limits.
Who else in the organization is available to collaborate or support you? Can any of the work be contracted out or shared with another team? What existing duties can be assigned to other colleagues or put on hold? Let them know where you stand so they can discuss options with management or find a solution in partnership with you.
Long-term Commitment
If the change is long-term (+6 mos) or permanent, prepare to negotiate. Gather as much intel as you can (prior to your meeting) on your new duties. Who are you replacing or helping to replace? Were these activities and projects formerly carried out by someone lateral to you? Are these responsibilities in a new role or track (you’ve been in Marketing and now asked to step into Sales)? Are they duties of someone above you in the org chart?
Research salaries for the new supplementary role and duties you’re taking on. Use Glassdoor and Salary.com to gain insight or ask colleagues if they “know the range” for this position. You want to get a clear idea what the organization is saving.
Determine What You Want
Compensation is like a buffet. Your salary or pay is the spiral ham or main course, but there are a myriad of side dishes to choose from and request. Have enough vacation or paid leave? Does someone cover for you or does the work pile up in your absence? If you’re back in the office, how do you get there? Can travel be subsidized? What about paid parking? Where’s your workspace? If you’re WFH, can you receive reimbursement for WIFI or other utilities? If you’re in the office, how’s your workspace? Prefer a window or office with a door to focus? Propose it. What about a gym membership to stay healthy and focused? This is the time to ask. All of these are negotiable benefits that can add to your quality of life at work and can impact your bottom line.
Gather Evidence of Impact
Come prepared as if you were discussing your annual evaluation. Collect and organize evidence of your past impact and achievements (glowing performance reviews, feedback from clients or partners) and any quantifiable savings or organization earnings you’ve contributed to. Also spell out clearly how your skills, experience, knowledge applied in this new capacity will serve the organization in meeting its goals. Reflect confidence. It’s expensive to hire for an open role. Be the solution.
Request a 6-mo Evaluation
If they meet your requests—wonderful! If not, ask for a full evaluation in 6 months to include a discussion of your performance and salary. If there’s any hesitation, note this. It can be a sign that your employer is (A) only leaning on you out of necessity (your past or recent performance could be improved upon) or (B) you’re working in a culture that undervalues the work you’re performing. Little can be done about the latter so get ready to plan your next move.
Look Ahead & Craft a Plan for YOU
If a proposed pay bump, added benefits or 6-month review were received coolly by your supervisor, take time to digest and reflect on this. How long have you been with the organization? Do you need more time to establish your creds and value? If so, don’t personalize. Instead reframe this experience as input and a challenge to grow and prove yourself.
You only stand to gain for speaking up. Advocating for yourself demonstrates confidence, that you know your worth and can actually increase the perceived value of your contributions (even if it’s not immediately reflected in your paycheck).
However, if you have a strong performance history and are still being denied additional compensation, give some thought to timelines. How much longer can you perform under an expanded workload without feeling resentful?
This is important. You want to protect the reputation and relationships you’ve built in your current role. If adequate compensation (or other benefits) isn’t a priority of your employer, your values are out of alignment. Time to start looking for new opportunities, elsewhere. Don’t wait.
Women in roles with experience equivalent to male counterparts still receive less in salary. The pay gap is alive and well. Over the course of a career, lower earnings impact lifelong savings, retirement benefits and Social Security earnings. We MUST speak up and become better advocates for our own bottom lines.
A wise mentor once shared with me: Your income is more than dollars in the bank. It’s personal power and freedom.
Advocate for yourself and your future by getting comfortable with negotiating. The more you do, the better you’ll get at championing your interests, securing your worth and achieving the personal freedom you deserve.
And that benefits everyone.
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