My responsibilities changed without a promotion

Role drift can be hard to discuss unless you can show how scope, accountability and impact have changed over time.

Map the original scope

Start with the responsibilities, level and outcomes you were originally accountable for.

Record new scope

List the additional decisions, people, budget, complexity or ownership you have taken on. Evidence impact where possible.

Build the progression case

Connect expanded scope to outcomes and feedback. This becomes useful for promotion conversations, performance reviews and future CV evidence.

Ask for alignment

The useful conversation is often not “I deserve a promotion” but “Can we align the role, expectations, level and recognition with the work now being done?”