It is emerging that in Ghana’s corporate environment, a growing number of Ghanaian workers are carrying impressive job titles that suggest seniority and authority, yet earning salaries that barely reflect the weight of their responsibilities.
This is an observation by a Career Coach and Accounting Professional, Dickson Assan.
Dickson Assan argues that while titles such as Human Resource Manager, Finance Manager, Operations Lead or Compliance Officer may sound prestigious, the reality for many employees is that they are expected to perform the duties of several departments while receiving compensation that falls far short of the workload.
He noted that in many organisations, a single employee may process payroll, negotiate with suppliers, recruit staff, resolve customer complaints and even troubleshoot office technology issues, all within the same workday. However, despite the flashy titles and numerous work demands, salaries are nothing to write home about.
“Some businesses have mastered the art of giving CEO-sized job titles with intern-sized salaries. On paper, you’re a manager. In reality, you’re managing nothing. You approve payroll in the morning, negotiate with suppliers before lunch, recruit a cashier in the afternoon, and respond to customer complaints in the evening, and before you leave, you’re asked to “quickly check why the office Wi-Fi isn’t working”, he noted.
He continued, “Then payday arrives… Your bank account looks at your job title and asks, “Are we working for the same company?”
This observation, he says, reflects a common experience in many workplaces, where employees are entrusted with expanding responsibilities without a corresponding increase in pay, benefits or opportunities for career advancement. While businesses often justify lean staffing as a cost-saving measure, the burden frequently falls on a handful of workers who must wear multiple hats to keep operations running.
According to the career coach, the excitement of securing a role with an attractive title can sometimes blind job seekers to the broader realities of the employment package. For him, a flamboyant job title is flattering, but it doesn’t pay bills.
He therefore urged prospective employees to assess job offers holistically rather than being swayed by prestigious-sounding positions.
Among the key factors job seekers should examine are salary and benefits, the actual scope of responsibilities, opportunities for learning and professional development, career progression, work-life balance, and whether the organisation has a track record of rewarding strong performance.
Dickson Assan acknowledged that accepting a modest salary in exchange for exceptional learning opportunities can be a worthwhile investment, particularly at the beginning of one’s career. However, he stressed that such trade-offs should have clear long-term value.
His caution is a timely reminder in a labour market where competition for jobs remains intense, and many professionals are eager to secure positions that enhance their résumés. Yet, beyond the prestige associated with lofty designations, he believes sustainable career satisfaction ultimately depends on fair compensation, meaningful growth opportunities and a healthy balance between responsibility and reward.
