I’m doing work above my job title but not getting promoted. What should I do?

Warning signs that the stretch has gone too far

• The higher-level responsibilities are permanent, but your old workload was never removed.
• You are accountable for decisions, people or risks without matching authority.
• Your manager repeatedly praises your performance but cannot explain the promotion criteria or date.
• You are told to “prove yourself” again after already delivering at the higher level.

Three practical actions

1. Map the role gap. Compare your original job description with what you now own. Add three to five measurable outcomes, dates and stakeholder feedback.
2. Ask for a decision meeting. Request a specific outcome: title and pay alignment, written promotion criteria with a review date, or reduced scope and added support.
3. Set a checkpoint. Confirm the discussion in writing. If nothing changes by the agreed date, decide which higher-level tasks you will stop absorbing and whether to test the external market.

A conversation script

“My role now includes responsibilities above the position I was hired for, including [examples]. I’ve summarized the outcomes and the difference in scope. I’d like us to decide whether the title and compensation can be aligned now. If not, can we agree on the exact criteria, decision owner and review date—or adjust the responsibilities to match my current role?”