The article is correct regarding counter offers. In general, the underlying reason behind leaving has not changed and accepting the counter offer leaves the employee as a marked individual.
If the company is truely interested in keeping you, theywill be equally interested in pursuing you. It is not uncommon for a company to contact a valuable former employee to see if there might be interest in returning. This usually comes with a better compensation package and often includes retention of the original hire date. When the company pursues the former employee, there is no question regarding how important they perceive that individual.
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I agree... I received a counteroffer from my last employer, but money was only one of the reasons I was leaving, and I felt that I would only continue to dwell on the non-money issues. Both I and the employer are happy I left. Too, I had already accepted the offer from my new employer. As a manager who hired people, there was nothing I hated more than having an offer accepted, then have the new hire call back to back off after getting a couteroffer.
I made the decision to leave my company earlier this year. Prior to announcing my decision I had to consider the possibility of a counter-offer, and how I would react to it. I did not make my resignation public until I decided it was final becauseI had to consider the reactions of my peers.
If an employee announces he is leaving and then decides to stay, he is giving people reason to question what convinced him to stick it out, and usually it is money. This can cause resentment among peers who RIGHT OR WRONG believe that if Manager1 is worth more, then obviously he is too. It can cause a flood of peers presenting the bosses with threats, and the bosses may start to resent Manager1 if they feel that he started the trickle.
In short I did not announce my leaving until the decision was - in my mind - final.
www.e-mitch.com
If an employee announces he is leaving and then decides to stay, he is giving people reason to question what convinced him to stick it out, and usually it is money. This can cause resentment among peers who RIGHT OR WRONG believe that if Manager1 is worth more, then obviously he is too. It can cause a flood of peers presenting the bosses with threats, and the bosses may start to resent Manager1 if they feel that he started the trickle.
In short I did not announce my leaving until the decision was - in my mind - final.
www.e-mitch.com
Separate the compensation and the work/environment into two parts. If the work/environment is the reason you decided to leave has the counter offer ever addressed work/environment or does it always addressed compensation?
I've found that in most cases, it is compensation that is used as a counter offer. This usually is combined with new position and/or challenges to go along with the money.
When you talk about work/environment, what are you specifically addressing?
An office instead of a cube?
Not having to work with a particular associate?
Flex hours/telecommuting?
Not having to perform certain tasks such as being on call over a weekend?
These are things that most companies may not be able to provide.
When you talk about work/environment, what are you specifically addressing?
An office instead of a cube?
Not having to work with a particular associate?
Flex hours/telecommuting?
Not having to perform certain tasks such as being on call over a weekend?
These are things that most companies may not be able to provide.
I've been looking to move on to another job due to environment/culture issues. I fully expect to take a pay cut to compensate for the counter-productive career-limited environment that I'm in now.
I've watched others leave for the same reason. The company seems to want to admit that the turnover is due to career enhancement, that the company had prepared them for higher careers.
It amazes me that the real issues for turnover have not being dealt with nor being admitted to. When an outgoing employee is honest to say that they are leaving due to the environment, they are labeled as "disgruntled". If they are more diplomatic, they are going because of a "career enhancement".
Here, I believe the problem is somewhat understood by the upper managerial ranks, but poorly addressed. The solution here has only been to offer retention bonuses to groups of "valuable employees" who are still around to avoid even greater turnover and loss of talent.
If a "counteroffer" for environment change was given, I'd question the ability of a company to really be able to exact positive change, since the company had not already effectively addressed those issues.
Most people don't find jobs over night. Employers generally know when they have issues and choose not to make any stride for change.
As a manager, I have had the same experience as the article describes on dealing with employees who accept counter offers when the motivation is solely money. Those people are discontent and had already made up their mind to leave.
For myself, I maintain in the forefront of my mind why I'm looking elsewhere and am moving to leave where I'm at, making my mind up before accepting the job offer elsewhere. If counter offered, the decision is already made, thus not contributing more stress since (realistically) the decision has already been made.
I've watched others leave for the same reason. The company seems to want to admit that the turnover is due to career enhancement, that the company had prepared them for higher careers.
It amazes me that the real issues for turnover have not being dealt with nor being admitted to. When an outgoing employee is honest to say that they are leaving due to the environment, they are labeled as "disgruntled". If they are more diplomatic, they are going because of a "career enhancement".
Here, I believe the problem is somewhat understood by the upper managerial ranks, but poorly addressed. The solution here has only been to offer retention bonuses to groups of "valuable employees" who are still around to avoid even greater turnover and loss of talent.
If a "counteroffer" for environment change was given, I'd question the ability of a company to really be able to exact positive change, since the company had not already effectively addressed those issues.
Most people don't find jobs over night. Employers generally know when they have issues and choose not to make any stride for change.
As a manager, I have had the same experience as the article describes on dealing with employees who accept counter offers when the motivation is solely money. Those people are discontent and had already made up their mind to leave.
For myself, I maintain in the forefront of my mind why I'm looking elsewhere and am moving to leave where I'm at, making my mind up before accepting the job offer elsewhere. If counter offered, the decision is already made, thus not contributing more stress since (realistically) the decision has already been made.
I do not see why one should enter this muddle at all.
If I decide to look out in the first place, I should have a clear idea of why I want to leave. The reasons could be better pay, change in role, just anything. Then I should find out if the company is willing to give me that. If they are not willing, I should quit quietly. "Resignation & counter offer" drama can not change company's views on my usefulness. That's it.
If I decide to look out in the first place, I should have a clear idea of why I want to leave. The reasons could be better pay, change in role, just anything. Then I should find out if the company is willing to give me that. If they are not willing, I should quit quietly. "Resignation & counter offer" drama can not change company's views on my usefulness. That's it.
It amazes me how many people will engage in a job-search (while already employed) without really knowing why!
The sensible order of progression is
1. To confront your present employer with what you are unhappy about and what you would like to resolve it (i.e. more money, flexible hours, a private office, ect.) You can get what you want without the effort required for a job search.
2. Step #1 failing, a job search is in order. If you honestly think you deserve the conditions that you asked for #1, it is time to look elsewhere.
3. When you accept a new job (that meets your criteria), take it as "This is a non-issue". Sure, you may get a counter offer but where was it during step #1? If push has to come to shove to get what you want, you are better off elsewhere.
The sensible order of progression is
1. To confront your present employer with what you are unhappy about and what you would like to resolve it (i.e. more money, flexible hours, a private office, ect.) You can get what you want without the effort required for a job search.
2. Step #1 failing, a job search is in order. If you honestly think you deserve the conditions that you asked for #1, it is time to look elsewhere.
3. When you accept a new job (that meets your criteria), take it as "This is a non-issue". Sure, you may get a counter offer but where was it during step #1? If push has to come to shove to get what you want, you are better off elsewhere.
I think that step #1 will always fail if you defiantly meet with your manager with your demands (salary, new office, flex hours, etc.). However, these things may be negotiable. In today's economy, you would probably be commiting job suicide.
I don't believe that one has to be "unhappy" to look for or pursue other opportunities. It may be a good idea to keep a resume floating out there. If the right job falls into your lap, you'll know it, and it may not be for the money, the office, or the hours.
I don't believe that one has to be "unhappy" to look for or pursue other opportunities. It may be a good idea to keep a resume floating out there. If the right job falls into your lap, you'll know it, and it may not be for the money, the office, or the hours.
I recommend leaving on a good note regardless of counteroffers etc. You never know where if you get to the new employer and the grass isn't any greener. You may have to crawl back. Fortunately I haven't had to do that and really don't know if I could but it is something to think about.
Counteroffers are counter productive. They never get to the root cause and only look good on the surface. I would never trust a manager that offered a counteroffer at the time I made my announcement of leaving. If the issue wasn't resolved beforehand, time of notice is not good. You are marked, regardless and when giving your notice, make sure to be honest and explain why and how you made your decision. Most will understand. My two cents!
Counteroffers are counter productive. They never get to the root cause and only look good on the surface. I would never trust a manager that offered a counteroffer at the time I made my announcement of leaving. If the issue wasn't resolved beforehand, time of notice is not good. You are marked, regardless and when giving your notice, make sure to be honest and explain why and how you made your decision. Most will understand. My two cents!
1. Ask yourself what you are looking for at the job.
2. Ask the management for it.
3. Stay or quit if they give it or not.
This way i think one can't get into a dilema.
I'm right know in a situation like this. I'm the only guy who knows what he has to do in a very small company. It's not a big company where if you accept the counteroffer you can get burned. Probably I can work another 5 years there. But in my opinion I acted wrong: I came to him directly with the other offer. He gave me 25% over the other offer. But what he said it was like in the manual: "I have big plans for you", "I just talked to my assistent about increasing you guys (me and the other sucker) the salary next month", "I will give you this, but keep it confidential". Now I know he was not sincere with me. It will fall in a big hole, beacause of himself cause I'll go away.
So, the whole ideea is: first ask and then act.
2. Ask the management for it.
3. Stay or quit if they give it or not.
This way i think one can't get into a dilema.
I'm right know in a situation like this. I'm the only guy who knows what he has to do in a very small company. It's not a big company where if you accept the counteroffer you can get burned. Probably I can work another 5 years there. But in my opinion I acted wrong: I came to him directly with the other offer. He gave me 25% over the other offer. But what he said it was like in the manual: "I have big plans for you", "I just talked to my assistent about increasing you guys (me and the other sucker) the salary next month", "I will give you this, but keep it confidential". Now I know he was not sincere with me. It will fall in a big hole, beacause of himself cause I'll go away.
So, the whole ideea is: first ask and then act.
The only occasion where a counter offer could be considered is when the employee did not initiate the exit, e.g. when a head hunter tries to prise you out of your happy contented position.
The offer may then be used to re-negotiate your position. You should however first consider how you senior management will react to "blackmail".
The offer may then be used to re-negotiate your position. You should however first consider how you senior management will react to "blackmail".
In most cases I have found that money is not the primary motivator in seeking a new job. When you receive a counteroffer it is generally a monitary improvement. My recommendation is not to accept any counteroffers. The circumstances that caused yoursearch usually doesn't change and the additional money doesn't mean anything when you are unhappy. The second reason I do not accept counteroffers is they are often emergency measures by the company to keep you long enough to replace you. By accepting another offer you have lower a trust level which can take years to build back up. Don't slam the door shut on counteroffers. Politely consider the offer and thank them for the offer. Stress the opportunites the new position will provide for you. Use counteroffers to build goodwill in your leaving. Someday you may want to come back or you could be working with some of your old co-workers in the future.
I excepted a counter offer and glad I did. I was unfront with management, I told them another company wanted to pay me 10K more and I would be glad to stay if they wanted to at least match the offer. The company did and there was no hard feelings that I was aware of because the other employees knew I had a better paying job offer and they are just as free to explore this avenue as I was. This was three years ago.
Often, issues can be resolved by bringing your concerns to your manager first before even looking for a new position. You may be pleasantly surprised at the outcome, and it will save you the hassle of trying to secure a new position elsewhere. If your manager cannot or will not address your concerns, then at least he will feel that you have approached the situation in a professional manner and that you gave him the opportunity to work with you before you started looking elsewhere.
The thing about job searching and getting an offer letter proves your worth at least from another company view. Your present company and even oneself may not really know your true value/worth is. Granted if you do have other problems with the company you work for then you should try to resolves those issues first because the other company may have the same problems or more, it's a grass over there always appears to be greener on the other side issue. Companies are just like people, they all have there own personality and problems, friends will change and so will the companies you work for. Note I wasn't actively searching for a new job when this offer came to me. The other company called me for interview and even though I was happy where I was at, I figured I owed it to myself to see what it was about and then they made offer I couldn't refuse. I do know that my current company will not negotiate changes unless they are forced to do so that not to say they don't treat me fairly it just that I can't get more then what they think is fair, obviously an offer letter changes their view.
I am not going to argue categorically whether you should or should not consider a counter offer.
But I think that if you get a counter-offer, your response ought to be something along the lines of "Gee, that's a very flattering offer. May I havea day or two to think it over? By the way, would you be willing to give me a memo outlining the offer so I can be sure I understand this offer completely and correctly?"
Jeff
But I think that if you get a counter-offer, your response ought to be something along the lines of "Gee, that's a very flattering offer. May I havea day or two to think it over? By the way, would you be willing to give me a memo outlining the offer so I can be sure I understand this offer completely and correctly?"
Jeff
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