I Did My Boss's Job Without Extra Pay – Here's How

Understanding the Work Dilemma

Are you facing a challenging situation at work, such as a career dilemma or difficulties in the office? A new work column is here to help answer your questions and provide expert advice. If you have concerns, feel free to reach out with your thoughts.

One reader shared their experience of supporting a boss who is going through a difficult time, dealing with both a divorce and health issues. Initially, the reader was understanding and took on extra responsibilities to cover for their boss. However, what started as temporary support has now extended for several months, leading to burnout and feeling taken for granted.

This situation raises an important question: how can one address this without appearing insensitive? The reader wants to flag the issue, seek the support or compensation they deserve, and return to their own job without making things worse for either party.

Expert Advice from Kelly Tucker

Kelly Tucker, an experienced HR professional with 23 years of career experience, offers insights into this scenario. She highlights that stepping up to support a manager in need can start as a short-term gesture but often turns into an unspoken expectation. This can lead to burnout, frustration, and resentment if not addressed.

While it’s important to acknowledge the personal struggles of a boss, it’s equally valid to recognize one's own efforts. Taking on additional work without support, guidance, or compensation can create a fine line between empathy and being taken for granted.

Setting Boundaries Thoughtfully

It’s crucial to set boundaries thoughtfully. This doesn’t have to be a confrontation; instead, it should come from a place of honesty and respect. A suggested approach could be: “I want to start by saying I really care about the team, and I’ve been doing my best to support things over the past few months. I understand it’s been a difficult period, and I’ve tried to step up where I can. But I’m starting to feel the pressure, and it’s impacting my own workload and wellbeing. I’d really appreciate us having a chat about how we can rebalance things and get the right support in place.”

This compassionate yet clear way of setting boundaries allows for open communication and the possibility of finding a solution together.

Considering HR Involvement

If the conversation with the manager does not lead to meaningful change, it may be appropriate to speak to HR. This is not about going behind someone’s back but advocating for oneself in a professional manner. HR may not be aware of the situation, especially if the manager hasn’t flagged their struggles or stepped back.

When approaching HR, it’s important to position the conversation as a request for support. One might say, “I wanted to have a quick word to talk about my current workload and how things have evolved over the past few months. I’ve been covering a lot of my manager’s responsibilities, and I’m happy to help, but it’s starting to affect my own performance and wellbeing, and I’m hoping we can find a way to make this more sustainable.”

Leveraging the Situation Positively

This challenging situation can also be an opportunity to showcase skills, resilience, and leadership potential. Demonstrating initiative, problem-solving, and commitment under pressure are qualities that employers should value. Use this as leverage in a positive way by requesting a formal development conversation, asking for recognition of additional responsibilities in job titles or salary, or exploring progression routes aligned with the extra responsibilities taken on.

Documenting Tasks and Being Open to Solutions

It’s essential to document tasks that fall outside of one’s job description. Keeping a record of these tasks will be helpful when seeking support or recognition. Be open to solutions, such as temporary support, reallocation of responsibilities, or even a formal acting-up arrangement. Clearly communicate what would help.

Most importantly, remember that caring for a boss and caring for oneself are not mutually exclusive. Empathy and self-respect can coexist. Leading with kindness while standing up for one’s needs is entirely possible.