What to Consider When Considering Counter Offers

04-0570-4677010_0x440Counter Offers You’ve gone through the entire interview process and received a great offer; a better opportunity with a better company. You’ve analyzed and agonized over the decision to leave your current position, for what appears to be a better one, and you’ve decided to accept the offer. 
However, upon resigning, your current boss asks you to stay and makes you a counter offer. Career changes are tough enough as it is, and anxieties about leaving a comfortable job, friends and location and having to reprove yourself again in an unknown opportunity can cloud the best logic. But just because the new position is a little scary doesn’t mean it’s not a positive move. Since counteroffers can create confusion and buyer’s remorse, you should understand what you’re up against.

Counteroffers usually involve offering more money, a promotion or future promises. The Emotional Counter Offer is a calculated approach to guilting you into staying with the company.

“You’re too valuable. We need you.”

“You can’t desert the team and leave them hanging.”

“Why would you want to work for that company?”

“We were just about to give you a promotion, and it was confidential until now.”

Consider this

Where did the additional money or responsibility you would get come from? Was your next raise or promotion just given early? Will you be limited in the future? Will you have to threaten to quit in order to get your next raise? Might a cheaper replacement be sought out?

You’ve demonstrated your unhappiness or lack of blind loyalty, and will be perceived as having committed blackmail to gain a raise. You won’t ever be considered a team player again. Many employers will hold a grudge at the next review period, and you may be placed at the top of the next reduction-in-force “hit list”.

Apart from a short-term, band-aid treatment, nothing will change within the company. After the dust settles from this upheaval, you’ll be in the same old rut. A rule of thumb is that more than 80% of those who accept counteroffers leave, or are terminated, within six to 12 months. And half of those who accept counteroffers re-initiate their job searches within 90 days.

Finally, when you make your decision, look at your current job and the new position as if you were unemployed. Which opportunity holds the most real potential? Probably the new one or you wouldn’t have accepted it in the first place.

Top 10 Reasons Not to Accept a Counter Offer

1. After resigning, you have made your employer aware that you were looking and unhappy. Your loyalty will now be in question.

2. When promotion/raise time comes around, your employer will remember who is loyal and who is not.

3. When making difficult decisions about cut-backs, the company may begin with those that are deemed less loyal.

4. Accepting a Counter-Offer is an insult to your intelligence and a blow to your personal pride, to simply be bought at the last minute.

5. Where was the extra money for a counter-offer at during your last performance review? Most companies have strict wage/salary guidelines and may be simply giving your next raise early or buying time to hire someone in your place.

6. The same circumstances that now cause you to consider making a change almost always reoccur within the next 6-12 months.

7. Statistics show that if you accept a counter-offer, the probability of voluntarily leaving in 6 months or being let go within 1 year are extremely high.

8. Once the word gets out, the relationship you now enjoy with co-workers will never be the same. You lose personal satisfaction of the peer group acceptance.

9. What type of company do you want to work for if you have to threaten to resign before they give you what you are worth?

10. Accepting counter-offers after already accepting another position burns bridges with other companies, your recruiter, and ultimately shows all 3 parties that you can be bought.

Need more evidence? Do your own homework: google counteroffers and see what you find….

 

Photo Credit: Vogue Italy