Why shouldnt counteroffer

As a result, you go to your boss and hand them your resignation. To your surprise, or not they come up with a counteroffer. At first sight, it looks very flattering, as if you had just become a more valuable employee. However, is it a wise choice to accept a counteroffer? Is this what you are really looking for? However, some things are out of your control. While not always, most often, this is the case. This is based on my personal experience in Recruitment, which is specific to the Supply Chain industry and on statistics gained from May to the present day.

Following is a list of only 8 reasons why you should not accept a counteroffer. Most likely, the only thing to change will be your salary. Those motivations that made you wish to leave in the first place will most likely not disappear overnight with a counteroffer.

You might be getting a higher salary but your reasons for leaving will remain the same — people and things do not change overnight. A counteroffer is only a short-term solution to those problems. She then approaches her boss with a proposition that, in effect, says: "I won't jump ship in exchange for an even higher raise and the other benefits of this new job.

Most people managers wouldn't accept such a proposal, and a few would terminate the employee on the spot. Even when a counteroffer is proposed and accepted, HR professionals and recruiters report that problems often follow, according to research by LiveCareer, a job-search firm. For instance, about 57 percent of all employees who accept counteroffers change companies within the following 24 months, the research shows, which raises questions about the long-term value of extending counteroffers.

Most employees think of themselves as valuable enough to warrant a counteroffer if they should ever threaten to leave. Receiving such an offer, however, shouldn't necessarily be viewed as a vote of confidence. It's a tough stigma to overcome. The research shows that accepting counteroffers can harm your career. Almost 60 percent of hiring managers agree that any employee can be replaced, and 45 percent said they perceive counteroffers as a short-term cure for a long-term problem.

While most people managers don't embrace the practice, they do admit to using counteroffers from time to time as a retention tool. That said, 37 percent said that extending counteroffers sets a bad precedent; 34 percent said it erodes employee trust; and 30 percent said it negatively impacts employee morale.

This corporate strategy is widely praised by HR managers but, in practice, many employers find room for compromise, according to recruiters.

To be sure, even when an employer extends an appealing counteroffer, it can backfire on employees who stay put. In one extreme situation, "a resigning construction project engineer was offered a new car and substantial bonus when the entire project was completed.

He stayed, only to be axed six weeks later when his portion of the project was finished," Hirsch said. Although many HR managers admit to providing counteroffers, most carefully restrict what those offers include. Some stay, but many don't," because despite company efforts to retain them, their reasons for leaving don't change.

A few employers are even more decisive: They simply prohibit financial counteroffers. Resigning breaks the initial trust that was once there, and it will hinder future success at the job.

So even if the counteroffer is a good deal, you are likely to progress more at a new job where you have not threatened to quit. People will often hand in resignations or look for jobs when their current position does not fit the picture they had for their ideal life or goals.

If you accept a counteroffer, you could potentially be denying yourself your dream job. When thinking of accepting a job offer or counteroffer, you should make sure that the position meets your long-term goals either now or in the future.

There is no point in investing time and energy into something you do not want to be doing for the rest of your life. So before you accept a counteroffer, think of why you wanted to quit in the first place. Is the job making you happy? If you hand in your resignation and your employer gives you a counteroffer, it may suggest that you were not fully appreciated in the first place as a valuable employee. The offer is proof that they can offer more money or office space, for instance, and that they were initially holding out on you.

People hand in resignations and look for new jobs when they are not satisfied with their current position. A counteroffer may give hope of better working conditions and salary, but statistics show that this is often not the case. If you find yourself on the hunt for a career and are not sure how to start, check out the book What Color Is Your Parachute? If you end up accepting a job counteroffer, your employer will always be questioning how long you will stay at the job since you were so willing to quit.

This could result in similar problems, as mentioned above, such as hindering your future success in the position. You are more likely to be viewed as expendable than other employees who have not handed in resignations.

A lot of counteroffers involve a pay raise, which may seem very tempting to accept if the higher salary if it is the main reason you handed in your resignation. Before you agree to a counteroffer with a pay raise, it is crucial to question why you have not had a pay raise before.

When this happens, it is good to do some research using a salary guide and find out what you should be earning. The reality, however, is that counteroffers are rarely a long-term solution for an exiting employee.

Many recruiting websites assert that nine out of 10 candidates who accept a counteroffer end up leaving within a year anyway. The problem is, a threat of departure breaks trust on both sides, and it's not easy to recover from that. According to a Harvard Business Review survey, 80 percent of senior executives say that trust is diminished when an employee accepts a counteroffer. This break of trust lingers long after the employee accepts. Sure, the employee is still there, but only after secretly interviewing for and nearly accepting another job.

This leaves managers with lingering doubts about that person's loyalty and longevity. Similarly, the employee knows the company was only willing to step up when they had one foot out the door, and that doesn't feel good either. While a counteroffer often addresses a candidate's compensation issues, it does not magically erase any of the other factors that compelled them to go job-hunting in the first place.

Once the initial excitement and benefit of the pay increase wears off, those other factors will inevitably reappear.