Employee Holding Two Titles


Can an employee hold two titles within the same company? How to encourage an employee to double hat until a replacement arrives and examples of compensation.


Yes, an employee can hold two titles within the same company, as long as they can handle the responsibilities of both roles effectively and efficiently.

However, it is important to note that having two job titles may impact an employee’s workload and stress levels, which may affect their overall job performance. In addition, it is important to ensure that the employee’s compensation and benefits are commensurate with the additional responsibilities of the second role.

The employee should also be clear on their job scope and responsibilities for both roles and should be able to manage their time effectively to ensure that both roles are given adequate attention.

It is also important to check for any conflicts of interest or potential breaches of company policies or regulations, especially if the two roles are in different departments or have different reporting structures.

Overall, the decision to allow an employee to hold two job titles should be made on a case-by-case basis, considering the employee’s performance, workload, compensation, and impact on the company’s operations.


What do I need to do before giving an employee two titles?


Before giving an employee two titles, there are a few things that should be done to ensure a smooth and successful transition. Here are some suggestions:

1. Evaluate the employee’s performance: Before offering an employee an additional title, it is important to evaluate their performance in their current role. Do they have a track record of excellence? Are they able to manage their current workload effectively? Make sure that the employee is performing well in their current role before considering them for an additional title.

2. Understand the implications of the additional title: Consider the potential implications of giving the employee an additional title. Will it impact their workload? Will it affect their salary and benefits? Ensure that the employee is clear on their job scope and responsibilities for both roles and that they can manage their time effectively to ensure that both roles are given adequate attention.

3. Check for conflicts of interest: If the two roles are in different departments or have different reporting structures, it is important to check for any conflicts of interest or potential breaches of company policies or regulations.

4. Communicate the change clearly: Once the decision has been made to offer the employee an additional title, ensure that the change is communicated clearly to the employee, their manager, and any relevant stakeholders. Make sure that everyone understands the employee’s job scope and responsibilities for both roles and that there is a plan in place to manage their workload effectively.

5. Review and monitor the employee’s performance: Regularly review and monitor the employee’s performance in both roles to ensure that they can handle the additional responsibilities effectively. Provide support and feedback to help the employee succeed in their new role.

By following these steps, you can ensure that the employee’s transition to a dual-title position is successful and that the company benefits from their expanded responsibilities.


How to encourage an employee to double hat until a replacement arrives and examples of compensation.


Encouraging employees to take on additional responsibilities until a replacement arrives can be done through effective communication, recognition, and fair compensation. Here are some steps you can take:

Communicate the situation: Explain the need for the employee to temporarily take on additional duties until a replacement is found. Discuss the importance of their contribution and how it will positively impact the team and organization.

Recognise their efforts: Acknowledge and appreciate the employee’s willingness to take on extra responsibilities during this transition period. Praise their dedication and commitment, both privately and publicly, to boost morale.

Provide training and support: Offer any necessary training or resources to help the employee succeed in their expanded role. This will help them feel more confident and competent in handling the added workload.

Adjust workload and deadlines: Review the employee’s current workload and adjust it if necessary to accommodate the additional responsibilities. Ensure that deadlines and expectations are realistic and achievable.

Offer fair compensation: Consider providing additional compensation or incentives to recognize the employee’s increased workload and the value they bring during this period. This can be in the form of a temporary salary increase, bonus, or other benefits.

Examples of compensation can include:

Temporary salary increase: Provide a higher salary for the duration that the employee is performing additional duties.

Bonus or incentives: Offer a bonus or performance-based incentives as a reward for taking on extra responsibilities.

Time-off or flexible work arrangements: Provide additional time-off or flexibility in work hours as a way to compensate for the additional workload.

Training and development opportunities: Offer opportunities for professional growth and development to enhance their skill set and advance their career.

Remember, it is also important to communicate the timeline for finding a replacement and provide regular updates on the progress. This will give the employee peace of mind and assurance that their efforts are temporary.

If you have further questions or need more assistance, feel free to ask. Don’t forget to check out HRSINGAPORE’s HR Certification, HRLAW Seminars, HR Training courses, and HR Consultancy Services at hrsingapore.org.


Subscribe to the HR Community & Comment

    Full Name*

    Job Title*

    Company or Organisation Name*

    Work Email Address*

    Contact Number*

    Subject*

    Your Message