I’ve been asked to take on another job in addition to my current job with no additional pay.
I’ve been working at my company for ten years and the organization is currently going through a combination of layoffs and natural turnover of employees. I work in a client-facing role, so taking on another job adds a tangible amount of stress to my day-to-day responsibilities.
I can’t see myself having the time in the day to do both jobs. Even if there were additional pay, I still don’t think I’d be able to do both jobs. When I spoke with my manager, they said it was an “all hands on deck” situation and that I needed to tough it out. They work an unnecessary amount of hours themselves and I’m just not willing to let work take over my entire life for an indefinite amount of time.
What can I do? Is there a way for me to get paid for both jobs? Or should I just quit and hope to find another job right away?
Sadly, being asked to work two jobs is an experience that many professionals will endure at some point in their career. A colleague may resign suddenly or go on leave, or the company may downsize in a way that impacts your team and reorganizes job functions. Generally, these responsibilities fall under “other duties as assigned,” which appears in most salaried job descriptions. As such, most organizations don’t have a policy in place to provide additional compensation for them.
First, it helps to know whether you’ll be compensated or just asked to do both jobs with a smile (and an extra-long to-do list). Head to your human resources manual to see if your company has policies that cover what happens when someone is working two jobs. I’ve only seen it a handful of times with my own clients, and managers tend to be unaware of such policies because their main concern is getting the work done. If there is a policy in place that would compensate you for performing the second job’s functions for a certain amount of time, don’t be surprised if the extra pay is dismal. If there’s no policy in place, you can put together a pitch for additional compensation — but I rarely see that strategy succeed when the timeframe for performing two roles is undefined. It may be best to wait until your mid- or end-of-year review to pitch a salary increase or bonus based on your additional contributions to the team.
Next up, it’s time to have a discussion with your supervisor about priorities. Schedule a one-on-one meeting and create an agenda that includes all of your outstanding projects, anything new that will be added to your plate, and the intended deadlines for all of them. It sounds like you’re in the unfortunate position where you literally can’t complete everything within the existing timelines, so you need to have a candid conversation about updating those timelines and/or postponing certain projects. Ask your manager, “How would you like me to prioritize this workload?” Then wait for an answer!
Come prepared with a backup plan that helps prioritize your workload, in case your manager indicates they expect you to get everything done within the existing timelines. For example, one woman I coach who is in a client-facing role took on another full job, doubling her client load. Knowing that the clients needed to be served, she recommended that her manager let her pause all administrative or operational projects that didn’t impact current clients until a backfill was hired, or until a slower season without as many client meetings.
While it’s easy to assume that your manager may not have the best intentions when assigning extra work, I do want to extend them some grace. Often, managers are simply focused on trying to get all of the work done and may not realize the true impact of you doing two jobs. They may not even understand what you had on your plate before tasking you with the second set of responsibilities. One of the hardest parts of being a manager is managing your own workload and that of your direct reports, and this is especially true for nonexecutive managers, who typically are very close to the deliverables that more senior-level executives set the tone for.
If your manager isn’t willing to reprioritize your workload, consider whether the additional work will help position you for a promotion or give you a skillset that you can leverage for external opportunities. If that’s the case, it may be worth doing the best you can for as long as you can while making it a priority to communicate your workload and when you need additional time with competing deadlines. Will it be tough? Yes. But it will reveal you to be a true team player who helped the organization during a tough time.
Otherwise, if the workload is truly unbearable, it may be time to reach out to human resources for guidance — and potentially begin looking for a new job. The reality is that, even if you involve HR and everything gets resolved in your favor, you may not want to continue to work at the company or for your specific manager. I don’t recommend quitting with no notice, though, unless you are financially able to support yourself for a minimum of six months if you don’t find another job right away.
As long as you do have to burn the candle at both ends, make sure to take care of yourself. It’s unrealistic for any company to expect you to work until 9 p.m. every evening or give up personal time on the weekends to accommodate the responsibilities of another role you didn’t ask for. Ensure that you log off at a reasonable time and create space for yourself to truly unwind so that you don’t burn out. For example, if you’re staring down a pressing deadline before your child’s soccer game, communicate that you will be offline for the soccer game and when you’ll come back online to work on the project. Reiterate that you’re aware of the deadlines and that you’ll do your best to deliver as planned, but you will not have access to email or Slack during that time. These conversations may be uncomfortable, but communication is key during this “all hands on deck” period to ensure that everyone is on the same page.
Career and leadership-development expert Kimberly Brown helps readers make sure their next move is the best move. Listen to the Your Next Move podcast here and keep up with Kimberly on her website.
Being asked to take on the responsibilities of an additional role or departed team member is not uncommon in many workplaces today. While pitching in on special projects or during busy periods is reasonable consistently compensating for an unfilled role alongside your own quickly becomes unsustainable.
What should you do if you find yourself repeatedly doing the work of two employees? Follow this comprehensive guide to assess the situation and tactfully address an excessive workload.
Recognizing the Issue
The first step is identifying if and when your workload genuinely exceeds capacity Consider
- Are you constantly working extra hours trying to keep up?
- Are you unable to complete all expected duties in a timely manner?
- Are you foregoing breaks, lunch, and time off due to volume of work?
- Do you feel overwhelmed, stressed, and burned out?
If you answered yes to any of these questions, it’s likely time to evaluate the workload distribution.
Impacts of Increased Workload
Continually taking on more than your fair share often leads to:
- Decline in work quality or mistakes from fatigue
- Inability to complete all tasks fully or well
- Lost productivity from stress and overwhelm
- Lower morale and job dissatisfaction
- Higher absenteeism and turnover
- Career stagnation from lack of development opportunities
- Damage to physical or mental health
Addressing workload issues early mitigates these downsides before they become severe.
Causes of Unbalanced Work Distribution
Various factors can drive one employee handling too much:
- Open positions – Vacant roles leave fewer people handling the same volume of work. This often falls to high performers willing to take on more.
- Inequitable delegation – Managers incorrectly spread workload across the team or place too much on select individuals.
- Scope creep – Responsibilities slowly expand over time without adjustments to expectations or staffing.
- Micromanagement – Overbearing managers create extra work by requiring excessive updates and details.
- Poor processes – Outdated or inefficient systems make completing tasks more labor intensive and time consuming.
- Lack of training – Being asked to adopt duties without proper onboarding results in extra effort and delays.
Identifying the root causes informs the solutions.
Have the Workload Conversation
Schedule a meeting with your manager to discuss the situation professionally. Bring clear data showing your workload compared to team averages and business needs.
Calmly explain the challenges you’re experiencing taking on extra duties. Provide examples of priorities falling behind and the effects on your performance or wellbeing.
Propose solutions like redistributing assignments, training a backup, implementing time-saving processes, or hiring temporary or permanent assistance. Come prepared with ideas to solve the problem collaboratively.
Set Clear Expectations
Unclear expectations often lead to overwork. During your discussion, define:
- Which additional responsibilities you are and are not willing and able to absorb
- How much time the extra duties realistically demand
- What your top priorities are and where flexibilities exist
- When delays or declines in quality become unavoidable
- What support you need through training, resources, or changed processes
Agree to trial adjustments and set a timeline for reevaluating.
Request Training to Complete New Tasks
Ask for any training needed to confidently perform absorbed responsibilities. This may include:
- Job shadowing peers
- One-on-one coaching from your manager
- Being mentored by the former employee
- Cross-training rotations into that role
- Completing eLearning courses and tutorials
- Attending webinars or conferences
Equip yourself to succeed before adopting significant additional workload.
Outline How Extra Work Affects Your Pay
Politely ask your manager to consider compensation changes commensurate with your expanded role. Research typical pay for similar positions or increased job levels.
Point out how you’re delivering greater value through higher productivity and filling a gap. Demonstrate why an adjustment in base pay or one-time bonus is fair.
If no increase can be accommodated, negotiate alternative benefits like extra time off or flexible schedule.
Refocus Your Priorities
Review responsibilities with your manager and identify what can be deprioritized, shared, or dropped while balancing increased assignments.
Focus on completing your most essential regular duties first before absorbed extras. Let go of perfectionism that slows you down. Ask for leeway on projects less central to goals. Set boundaries around off-hour availability.
Say no when needed to protect your time and health. Refuse unreasonable requests that go beyond agreed upon scope.
Automate and Streamline Where Possible
Look for ways to complete recurring tasks faster through:
- Email triggers and templates
- Data automation and entry tools
- Meeting templates and agendas
- Collaboration apps like Slack or Asana
- Invoice and payment automation
- Delegating to virtual assistants
Implementing even small efficiencies adds up when applied across expanded workload.
Check in on Morale
Frequently support and motivate team members also managing added responsibilities. Create opportunities for them to provide input and feedback.
Boost morale through small gestures like bringing snacks or organizing appreciated team events. Recognize increased contributions publicly. Check in personally on signs of burnout.
Support each other when together handling higher collective workloads.
Evaluate Response and Progress
Follow up at agreed intervals to evaluate if implemented solutions improved the situation. If limited progress made, further pressing the concerns may be necessary, potentially including:
- Appealing to higher level leadership
- Filing a formal complaint
- Refusing additional work
- Threatening resignation
- Actually resigning
As a last resort, clearly convey refusal to sustain unreasonable expectations long term.
When to Start Looking Elsewhere
If excessive workload becomes the norm without remedy or relief, it may be time to look for alternative job opportunities. Warning signs include:
- Ongoing disrespect of your skills and time
- Refusal to adjust unrealistic expectations
- Pressure to consistently work unreasonable hours
- Denied requests for support or compensation
- Impacts to your health and wellbeing
Know your worth and when it’s time to walk away.
Handling Work of Two Employees with Grace
- Quantify and communicate the problem.
- Collaborate on solutions.
- Set clear boundaries around your capacity.
- Ask for training and resources.
- Consider pay adjustments.
- Prioritize and streamline.
- Watch for impacts on morale.
- Be ready to escalate or move on if needed.
By following this roadmap, you can tactfully address taking on too much without sacrificing your performance, sanity, or care for your team. If problems persist, know when to pursue a healthier environment for your career. With the right approach, you can handle short term overwork without paying the price long term.
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EMPLOYEE FIRED AND SUED FOR WORKING 2 JOBS – NOW MUST PAY €33,280
How do I handle doing the work of two employees?
Here are five steps for how to handle doing the work of two employees: 1. Talk to your supervisor Schedule a meeting with your supervisor to explain the challenges you’re experiencing and request assistance. This way, you and your manager or employer can work together to develop a plan for improvement.
What does it mean to do the work of two employees?
Doing the work of two employees means you’re fulfilling extra duties at your job. You might be handling added responsibilities in your own position or completing additional tasks associated with another type of team role. This situation may happen in the workplace due to one of the following reasons:
Is it easy to do the work of two people?
Doing the work of two people is never easy, but with any luck, it’ll be something you only do on a temporary basis. Until then, do your best to get organized so you’re able to accomplish more with your days. And keep a detailed record of all the ways you step up, because it certainly makes a compelling argument for an eventual promotion or raise.
What happens if you work two jobs?
Working two jobs means taking on more responsibilities. Long hours, stressful work environments, and lack of self-care are possible consequences that can all lead to professional burnout. Maintaining a healthy work-life balance must be a priority when working multiple jobs — you don’t want to harm your health. Lack of free time.
