In this three-part blog, we
examine the Pros and Cons of a Counteroffer.
PART 1:
Matthew Henry, the 17th-century writer said, “Many a dangerous temptation comes to us in fine gay colours that are but skin deep.” The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you’ve decided it’s time to fly away.
“Less than a year after becoming office manager of a small testing firm in Chicago, Linda Sullivan (Not her real name) was ready to quit. She believed her marketing skills were being wasted in an administrative position, and she felt underpaid to boot.
Linda’s next step was one duplicated by thousands of other unhappy employees each day: She revised her resume and started job hunting. After a few weeks, Linda received an attractive offer from another Chicago firm, which she quickly accepted. Then she made an appointment to tell her boss the bad news.
To Linda’s surprise, her boss was quite sympathetic. “I didn’t know you were unhappy,” he told her. “Why didn’t you come to me sooner?” The boss then explained how highly he valued her skills, and to prove it, he offered a change of responsibilities, a new title—director of marketing—and a $5,000 a year raise. Linda readily accepted the counteroffer. There’s no ill will, she said, because both sides now understand that her old position was a bad match”.
Counteroffers usually don’t end so happily.
We often come across “counteroffer” horror stories. But in all his years as an executive recruiter, consultant and publisher Paul Hawkinson, provides a litmus test that clearly indicates counteroffers should never by accepted…EVER!
A counteroffer is simply defined as an inducement from your current employer to get you to stay after you’ve announced your intention to take another job. We’re not talking about those instances when you receive an offer but don’t tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a “they-want-me-but-I’m-staying-with-you” ploy
What really goes through a boss’s mind when someone quits?
“This couldn’t happen at a worse time.”
“This is one of my best people. If I let him quit now, it’ll wreak havoc on the morale of the department.”
“I’ve already got one opening in my department. I don’t need another right now.”
“I’m working as hard as I can, and I don’t need to do his work, too.”
“If I lose another good employee, the company might decide to ‘lose’ me, too.”
“My review is coming up and this will make me look bad.”
“Maybe I can keep him on until I find a suitable replacement.”
Let’s face it. When someone quits, it’s a direct reflection on the boss. Unless you’re really incompetent or a destructive thorn in his side, the boss might look bad by “allowing” you to go. His gut reaction is to do what has to be done to keep you from leaving until he’s ready. That’s human nature.
Before you succumb to a tempting counteroffer, consider these universal employment truths:
- Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
- No matter what the company says when making its counteroffer, you’ll always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you’ll lose your status as a “team player” and your place in the inner circle.
- Counteroffers are usually nothing more than stall devices to give your employer time to replace you.
Decent and well-managed companies don’t make counteroffers…EVER!
- Their policies are fair and equitable.
- They won’t be subjected to “counteroffer coercion” or what they perceive as blackmail.
- If the urge to accept a counteroffer hits you, continue to clean out your desk as you count your blessings.
Coming up next: Part 2……….Why Counteroffers Are Lose-Lose Propositions
