Estimated Read Time: 4 minutes

Being approached by management to take on increased responsibilities can be quite rewarding and a feel-good moment. This extra responsibility— whether created by needing to fill in, help out a co-worker or cover until another employee is recruited— is the result of management recognising your abilities.

Why taking on more responsibility can help your career long-term

Increased responsibility in the workplace outside of your job description can ultimately lead to promotion and new opportunities within the company. Tackling different tasks gives you visibility in your business that you are capable of things outside the skillsets needed to do your role, which shines a light on your potential to grow and transition to a higher level of management or leading role.

But there is a fine line.

While taking on more responsibility at work on the same pay can prove to those higher up in the organisation that you are a team player and a valuable employee, there is a downside. With more responsibility comes an increased workload, juggling more projects or managing more people. It could also result in starting work earlier and finishing later or even hitting the laptop after hours. Rightly so, you want to be fairly compensated.

Asking for a pay rise and essentially outlining your worth can be a difficult conversation. However, remaining quiet can also result in workplace resentment, burnout and poor work performance.

But there are some steps that you can take to ask for a pay rise that won’t necessarily put your job in jeopardy. It may even help your career development.

Discover our recommendations below.

Related: Discover more of Robert Half's Career Advice

How to ask for a pay rise when you get more responsibility

Step 1: Identify the problem

For those facing more responsibility at work on the same pay, the problem might be varied. Of course, there is the compensation aspect. However, for some, an added component might be the extra hours spent at work.

For others, this situation could even lead to feelings of being unappreciated. All of which negatively impact productivity levels. Being dissatisfied with pay is the fifth most common reason people quit their job in Australia. Research conducted by Robert Half discovered that 78% of employees say that without a pay increase, they will look for a new role. So, when addressing this with your employer, it’s important to identify the heart of the matter.

This way, you are better placed to create a conversation to restore your satisfaction at work.

Step 2: Practice patience

While it can be tempting to rush into conversations about increasing pay, it’s important to be patient. Taking time to undertake the role to the best of your ability will help to build your professional reputation and confidence whilst demonstrating your competence and value.

How long you should wait before asking for a pay rise will vary according to the role, but generally consider the time it takes to demonstrate your capability in the role, and any results garnered. This will help you present tangible evidence when discussing with your manager.

Step 3: Schedule a conversation with your manager

Schedule a meeting with managers rather than approaching them for an impromptu chat about your pay situation, which helps both parties prepare for the conversation.

You can be prepared by:

  • listing the duties you undertake
  • the results you’ve garnered
  • any positive feedback received
  • positive impacts you’ve had on the organisation
  • where you’ve gone above and beyond your role description
  • and any other relevant detail to your expanded role.

"My advice would be, if you know your worth and you enjoy working for your employer, speak to your manager before looking elsewhere. We see so many candidates who take a counteroffer as they hadn’t had that chat with the company and now get what they were after. But if you are doing more work with the same pay and you are not being heard, then now is the time to look for something new."

- James Carr, Division Director and specialised technology consultant with almost 6 years experience

Step 4: Have a plan B

Compensation and acknowledgement of a job well done are key to employee satisfaction. In some cases, adequate compensation for more responsibility at work might not be possible.

With this in mind, it’s vital to go into any salary conversation with an alternative plan in place. If a pay rise isn’t on the table, there are other incentives to negotiate, such as flexible working hours, remote working arrangements, upskilling and education, non-financial acknowledgment or additional paid time off.

Related: See what you should be getting paid in Robert Half's Salary Guide

Step 5: Set a timeline for review

When finished with the discussion, make sure to set a timeline for review. This has two benefits:

Firstly, a timeframe gives you something to work towards.

Secondly, asking for a review may even prompt your manager to outline areas for improvement, providing you with extra clarity and enthusiasm. Which helps boost your motivation and productivity and gives your manager an extra level of accountability to continue the conversation.

Come to the review prepared with tangible evidence to support your case for more recognition and pay for more responsibility at work.

If you’ve taken on more than you’re getting compensated for and want a new role, Robert Half is a leading recruitment agency that will match you with the right role and organisation.

"I would suggest doing some research on what level your additional responsibility would mean in terms of your role level, how that would be benchmarked across your industry and your value to the business. You can use the Salary Guide, advice from peers, mentors or recruiters on what your new responsibilities should translate to in terms of remuneration. Then ask your manager for some time to discuss your new responsibilities and how that should be reflected with an increase in pay."

- Sean Grannell, Division Director and specialised finance and accounting recruiter with more than 6 years industry experience.

 

More responsibility at work on the same pay can lead to burnout

The potential for burnout is high if someone continues to take on more responsibility at work on the same pay for a long period of time. Robert Half research found 28% of workers believed heavy workloads and increased work pressure is the reason why companies are struggling to retain their staff. Reducing the chance of burnout can be achieved by:

1. Prioritising tasks - identify what is urgent and the most important. Put your energy towards addressing these first.

2. Set realistic goals - break down projects into 'bite-sized pieces. This will help your tasks feel more manageable.

3. Time block - schedule specific blocks of time for different types of work. This will help you avoid multi-tasking and focus on one thing at a time. Time block your hardest/longest tasks at the start of the day - your attention is usually better at this time.

4. Learn to push back or say no - don't overcommit. It's ok to decline additional tasks if your plate is full. Taking on too much will do you a disservice, not only from a workload perspective but from quality of work too.

5. Take breaks - ensure you step away from your desk and take short breaks throughout the day. This will help boost productivity and prevent burnout.

 

How to push back on extra workload

There may be some cases where you need to push back on more responsibility at work (irrespective of being on the same pay). This may be as a result of:

  • Risk of burnout
  • Quality concerns
  • Missed deadlines
  • Impact on other responsibilities
  • Lack of resources
  • Unrealistic expectations
  • Unclear priorities

While this can be daunting (especially the first time), it's essential for maintaining your well-being and productivity in the workplace. 

Here are some tips on how to push back on extra workload:

Step 1: Prepare and communicate proactively

Map out your current workload and how much additional work you can realistically handle without sacrificing quality or well-being. Documenting your concerns means you can communicate your tasks, deadlines, and time required to illustrate how this would affect your time.

Once you have outlined everything, schedule an appropriate time to meet with your manager. During the conversation, do not ambush them. Go into it calm and professional.

Step 2: Focus on impact and solutions

During the conversation with your manager, highlight the potential risks but offer alternatives. Suggest solutions like delegating tasks, adjusting deadlines, or prioritising certain projects over others. Be prepared to explain how these solutions would benefit the team and the company.

If you push back in the right way, it can show your ability to set realistic boundaries for the good of the business. Reiterate your dedication to your job and willingness to contribute, but emphasise the importance of a sustainable workload for optimal performance.

Step 3: Be open to negotiation

Be willing to negotiate and find a solution that works for both you and the company. This could involve adjusting deadlines, reassigning tasks, or providing additional support.

It is important to go into these conversations with an open mind and an understanding that it is unlikely all your requests will be met perfectly. Listen to your manager and understand any constraints they might be facing. 

Step 4: Follow up

After reaching a solution, summarise the agreed-upon terms in writing to avoid any misunderstandings. in order to review the progress down the track, schedule a follow-up meeting to assess how the new workload is working out and make any necessary adjustments.

 

Data referenced is based on an online survey developed by Robert Half and conducted by an independent research firm in June 2022 and November 2023, surveying 1,000 employees from across Australia.