{ "media_type": "text", "post_content": "I am currently covering for someone on paternity leave. This means I've doubled the Sales Managers I'm supporting as well as the clients I'm supporting. I don't mind doing the work but I'd like to ask to be compensated for the increased workload. Has anyone done this? If so, how did you go about it? I'm relatively new to Tech so I'm not sure how to start the conversation.\n", "post_id": "61659c1ff0f06d003459f67e", "reply_count": 1, "vote_count": 0, "bowl_id": "5ef7bfe8e746e4001aa876a3", "bowl_name": "Customer Success & Account Management Professionals", "feed_type": "bowl" }

I am currently covering for someone on paternity leave. This means I've doubled the Sales Managers I'm supporting as well as the clients I'm supporting. I don't mind doing the work but I'd like to ask to be compensated for the increased workload. Has anyone done this? If so, how did you go about it? I'm relatively new to Tech so I'm not sure how to start the conversation.

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Hey Lucy, not knowing the dynamic in your workplace, or the personality of your manager; I would say raise the issue with them, have the conversation. What you're feeling is totally understandable, so hopefully they will hear what you're saying, and take appropriate measures. What those measures look like will be at the discretion of the manager, but in todays environment, the least they can do is kick you some gift cards or something. I've had requests like that come from people that report to me, and I was always more than willing to go back to leadership and request additional comp or similar. At one of my orgs the leadership told me to get bent, and I ended up paying for gift cards out of my own pocket, as I knew it would go a long way to making the employee happy. I left that company shortly thereafter when it was made clear to me that the happiness of employees was not a priority. Happy Employees = Happy Customers

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