Counter offers may be common, but they can also be incredibly challenging. Firstly, take it as a compliment! You are clearly highly valued and they don’t want to part with you. However, this puts you in a precarious position – do you take it? Do you try and push both parties to get yourself the best deal, or do you risk it and see what the new role holds? Have no fear – for we’ve searched the web for the best tips to keep in mind as you navigate your negotiations.
Think about why you want to leave
Consider why you wanted to leave in the first place. Ask yourself, does your salary reflect your talents? Is the work-life balance – or lack thereof – wearing you down? Is the commute too tedious, or the boss too, well, bossy? Are you ready to face new challenges? Or, do you feel like you have outgrown your role and are unable to progress any further?
While some of these can be solved through perks like flexible working or getting a pay rise, other issues are harder to come back from. When it comes to personal growth, this problem is particularly pressing. If the company cannot or will not give you the development or opportunities you want, no amount of attractive add-ons can cure the career discontentment caused by stagnancy.
Don’t get distracted by the salary offer
Recruiting and training new members of staff is a costly affair, hence it’s common practice for managers to make monetary offers to lure back existing staff. However, while an increase in pay is always tempting, approach with caution. For instance, will your responsibilities change? If so, are their new expectations realistic? And, crucially: if you have always been so valuable to them, why has it taken so long for them to recognise it?
Returning to our previous point, will the salary increase actually change anything? Salary changes are often quick fix solutions that only pause concerns, rather than ridding you of them. In fact, a study by ClearSky Business, a specialist in supporting small and medium enterprises, found that 60% of UK employees who accepted a counter offer ended up leaving the role within six weeks anyway.
As is always the way when faced with a tough decision, it bodes well to see the full picture. Your existing employers may appeal to your emotions by pulling on your loyalty strings, but this doesn’t mean that they will trust you if you stay. Trust is a breakable thing and once your manager sees that you have one foot out the door, they may treat you differently.
Conversely, have you accepted the other offer? It’s important to consider how others in your sector will perceive what you’re doing. Will your allocated recruiter work so diligently next time? How will customers or competitors react when they hear about the unsatisfied staff in your workplace? Reputation is everything, so think long and hard on what your ripple effect will be.
It’s no easy thing to quit your job for greener pastures. However, by enlisting the help of an experienced specialist recruitment firm, you can take solace in knowing that you’ll be supported every step of the way. If you’d like any advice or are thinking about your next opportunity and would like to discuss your options then by all means get in touch with us at Jefferson Talent Group.
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