Doing Multiple Jobs and Being Paid for One

Do you find yourself in a situation where co-workers have left and not been replaced, and their work has fallen on your desk? How do you handle the increased workload?

It often happens very subtly. Your colleagues depart for various reasons. You end up taking on their duties to keep the department from falling behind. Your boss may ask you to pick up the slack. You may also dive into those tasks on your own.

Your department head promises to fill the role as soon as they can. However, weeks turn into months, and you’re still doing double or triple the workload, usually without a raise or title change. Your supervisors give vague updates about how hard it is to find the right person to fill the vacant position. But they won’t give you a raise, either.

You feel trapped with a heavy workload and feel your cooperativeness and contributions are not valued. You may be working a lot of extra hours and taking work home with you. Are you being treated unfairly? Can employers get away with this?

Of course, the situation varies depending on the regulations where you work. Employers have wide latitude in setting the compensation and job description in the US and other countries with at-will employment. In many job descriptions, this situation falls under the heading of “and other duties as assigned.”

In any case, you should be compensated for all the work you’re doing. If you’re in this situation, what should you do?

Who’s Right Here?

Let’s unpack this situation from both perspectives.

From the employer’s point of view, the work is being done with less labour expense. Ultimately, the business exists to return a profit to its owners or shareholders. Non-profits and government agencies have different priorities but still want to accomplish their goals with lower costs.

From your point of view, you may feel like you’re being taken advantage of. You’re doing more work for the same pay without recognition. You feel overwhelmed and work that you thought was a high priority may not be getting done. It feels like no one is listening to you.

What’s your next step? Here are a few options to consider.

Ask for Help

Present some options to your supervisor. Make the case for filling the open position by highlighting the impact on the business, such as delayed reporting or less responsiveness to business partners.

Perhaps some of the extra duties could be divided among others in the department. You would be happy to help with the transition. Some new tools could automate repetitive tasks that consume your time.

Negotiate a Raise

If you’re an assistant buyer doing the work of a buyer, research the market rates in your area for a similar job. You may not get the full amount, but a raise would recognize your efforts.

Getting a raise outside of the standard end-of-year review may be tricky, so prepare to make your case.

Modify Expectations

Some overtime is expected, but when you can’t get the work done in time, no matter how many hours you put in, it’s time for a change. Present your supervisor with your plan to prioritise the workload and focus on projects and processes with the most significant business impact. Everything can’t be a top priority.

Look at the responsibilities and make a case for combining or halting certain activities. If you were in charge of a report that you’re sure the C-Suite dived into each week but haven’t been able to compile it, and no one has asked about it, you could eliminate that task from your to-do list.

If you don’t see any relief in sight, cut back on after-hours and weekend work when you can. Take care of your physical and mental health for the long haul.

Find a Different Position

If you’ve learned new skills and succeeded with higher-level responsibilities, seek a new job that will reward you with additional salary and a title reflecting your growth. For most people, signing on with a new company is the only way to advance.

Often, your manager is juggling their own set of priorities and responsibilities. If the work is done reasonably timely and accurately, they may move on to the next problem. Document your situation in emails and conversations to create a trail about the situation.

There can be an upside to this situation for the company. Having a smaller staff can help departments crystallise what is truly important and what is discretionary. However, you may have proven that one person can handle the workload.

Ultimately, the options are rather binary: stay or go. If you decide to stay, try to manage the situation for additional pay or more reasonable expectations. If you choose to go, parlay your hard-won experience into a new direction for your career.