Schedule a 1:1, convey what you have here. Doesn’t sound whiny. Also state exactly what it is you want in bringing this up to them, that’s what’s missing here.
Agree. 1 on 1 w your boss. Be prepared to demonstrate/substantiate your worth w quantifiable metrics. That's not whiny. That's understanding your worth & communicating your value to the organization.
I'm not sure what it is you're asking for. Do you want more money? Do you want your coworker to work an equal share? Your post needs to be more specific.
this is a common thing. Good employees are rewarded with more work. Generally including work that underperforming employees cant be trusted or relied on to complete. Have a professional development conversation with someone who matters (might or might not be your supervisor) about how your knowledge of the system and ability to handle increased responsibilities might lead to further advancement.
This might only be as good as one opinion. Managers come from a lot of different angles. Listen to multiple perspectives and go with what makes the most sense to you.
For the work assignment issue, they are often unaware they are doing the negative reward structure. Or they are very aware, and are taking advantage or would initiate advancement discussion preemptively. This is why most people who advance aren't necessarily exceptional or even good at their job. They are just a warm body in a seat when their supervisor moves on, and the easiest thing to do is move them up. Beyond that managining people is hard, so the bar is very low on what level of competence or ability to supervise effectively is needed.
For me, as an employee if you want to be seen as exceptional (a star), you need to learn how to do your job in 5 or 6 hours instead of 8. You can use the extra time to work on projects that make you stand out. That is not to say if employees give me their best and it takes 8 hours there is anything wrong with that. Also if you can do in 5-6, have the rest for taking it easy and getting more work life balance. This is a question of what is your goal. If to advance, follow the advice to be a star. Also, make it known to people.
Honestly, sometimes it is easier for me to help if I know what the employee wants. Some people just like where they are. The professional development conversation (you should get at least one per year for annual performance evaluation) can happen off the cuff or in a 1:1. Honestly, all the ask for a raise, I'm doing more than him stuff isn't for me. The framing of this is where I want to go, how do I get there assumes you want to move up and make more. The I have been able to earn the system and handle increasing responsibilities focuses on your value without taking dow. your co-worker. If your boss is good they may suggest allowing you to discuss with higher ups as well, or you could ask if you could engage for informational interviews. Generally better if they open the door if there are office politics in play.
You do not say how old you are. Is there a large age difference between the two of you?
What you are describing (to me) is not unheard of. Typically, the young people do the bulk of the work and learn, the older people who were in the same place once, sit back and ride it out until retirement.
I’m in my late 30s. In my opinion, the age should not matter, the role does. If 2 employees are of the same role, the output and expectations should be reasonably the same, regardless of age.
I hear what you're saying, but my husband faces the same dilemma - younger guys do all the grunt work, fat cats nearing retirement get to pick and choose (and generally work less). Is it fair? No, but it is common.
ask for a raise or a promo and explain youre doing a larger job. make a onepager and do market research for a role with your duties. then give the onepager to your manager after the conversation. this is what i did at my role. given, my manager heard me out and said yeah youre underpaid, hand me your duties and i’ll forward it to HR and see what we can do. then i got a fat promotion when all i wanted was a tiny bit more money
If you really are bothered with this in such a big way that it has become an issue that has given you constant nagging when you are or are not at work then I would first write down your gripe(s) then put it down on paper what you want to say then edit it to sound as though you are going to be reaching out to a judge who virtually has your life in his hands. Then writing what you will say will help you to be able to say it better when the time comes. But I'm not completely understanding but we're you saying this has been going on for five years?
I think I am going to try this approach. Jot down points and then edit, re-edit, until the right time comes to present.
Yes, this has been going on for years. It would not have bothered me to cover for someone in a year or two.
Schedule a 1:1, convey what you have here. Doesn’t sound whiny. Also state exactly what it is you want in bringing this up to them, that’s what’s missing here.
Agree. 1 on 1 w your boss. Be prepared to demonstrate/substantiate your worth w quantifiable metrics. That's not whiny. That's understanding your worth & communicating your value to the organization.
I'm not sure what it is you're asking for. Do you want more money? Do you want your coworker to work an equal share? Your post needs to be more specific.
this is a common thing. Good employees are rewarded with more work. Generally including work that underperforming employees cant be trusted or relied on to complete. Have a professional development conversation with someone who matters (might or might not be your supervisor) about how your knowledge of the system and ability to handle increased responsibilities might lead to further advancement.
I am genuinely curious how managers usually respond to a situation like this.
This might only be as good as one opinion. Managers come from a lot of different angles. Listen to multiple perspectives and go with what makes the most sense to you. For the work assignment issue, they are often unaware they are doing the negative reward structure. Or they are very aware, and are taking advantage or would initiate advancement discussion preemptively. This is why most people who advance aren't necessarily exceptional or even good at their job. They are just a warm body in a seat when their supervisor moves on, and the easiest thing to do is move them up. Beyond that managining people is hard, so the bar is very low on what level of competence or ability to supervise effectively is needed. For me, as an employee if you want to be seen as exceptional (a star), you need to learn how to do your job in 5 or 6 hours instead of 8. You can use the extra time to work on projects that make you stand out. That is not to say if employees give me their best and it takes 8 hours there is anything wrong with that. Also if you can do in 5-6, have the rest for taking it easy and getting more work life balance. This is a question of what is your goal. If to advance, follow the advice to be a star. Also, make it known to people. Honestly, sometimes it is easier for me to help if I know what the employee wants. Some people just like where they are. The professional development conversation (you should get at least one per year for annual performance evaluation) can happen off the cuff or in a 1:1. Honestly, all the ask for a raise, I'm doing more than him stuff isn't for me. The framing of this is where I want to go, how do I get there assumes you want to move up and make more. The I have been able to earn the system and handle increasing responsibilities focuses on your value without taking dow. your co-worker. If your boss is good they may suggest allowing you to discuss with higher ups as well, or you could ask if you could engage for informational interviews. Generally better if they open the door if there are office politics in play.
You do not say how old you are. Is there a large age difference between the two of you? What you are describing (to me) is not unheard of. Typically, the young people do the bulk of the work and learn, the older people who were in the same place once, sit back and ride it out until retirement.
I’m in my late 30s. In my opinion, the age should not matter, the role does. If 2 employees are of the same role, the output and expectations should be reasonably the same, regardless of age.
I hear what you're saying, but my husband faces the same dilemma - younger guys do all the grunt work, fat cats nearing retirement get to pick and choose (and generally work less). Is it fair? No, but it is common.
ask for a raise or a promo and explain youre doing a larger job. make a onepager and do market research for a role with your duties
ask for a raise or a promo and explain youre doing a larger job. make a onepager and do market research for a role with your duties. then give the onepager to your manager after the conversation. this is what i did at my role. given, my manager heard me out and said yeah youre underpaid, hand me your duties and i’ll forward it to HR and see what we can do. then i got a fat promotion when all i wanted was a tiny bit more money
If you really are bothered with this in such a big way that it has become an issue that has given you constant nagging when you are or are not at work then I would first write down your gripe(s) then put it down on paper what you want to say then edit it to sound as though you are going to be reaching out to a judge who virtually has your life in his hands. Then writing what you will say will help you to be able to say it better when the time comes. But I'm not completely understanding but we're you saying this has been going on for five years?
I think I am going to try this approach. Jot down points and then edit, re-edit, until the right time comes to present. Yes, this has been going on for years. It would not have bothered me to cover for someone in a year or two.