How to ask for a pay rise when you get more responsibility at work
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.
While doing so 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 at work 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 counter offer 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
Data referenced is based on an online survey developed by Robert Half and conducted by an independent research firm in June 2022, surveying 1,019 employees from across Australia.
