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Counter Offers

First and foremost, I would like to start by stating that a counteroffer can be a bad career decision, hopefully the following information will be insightful and helpful.

A counteroffer may be both tempting and flattering to the candidate in question and it may also be very appealing to a candidate who isn’t truly committed to leaving his current organisation, however I have known people who have accepted counteroffers and, in most cases, they regret their actions.

Ethically recruitment consultants must resist the temptation to persuade candidates into accepting an offer, especially if they have even the slightest hint that the position in question isn’t the right fit for their future.

In business we know people buy on emotion and enticing someone to take your offer (or the current company getting their employee to accept a counteroffer) by getting her/him excited and hopeful with false promises and a pay increase will only bring more problems further on down the line.

  1. If your organisation has a redundancy situation in the future, your name will be at the forefront of that list due to the trust being broken
  2. Any situation which causes an employee to seek outside offers is less than ideal, for example if money is your issue why does it take a resignation letter for your employer to realise they need to pay you more? (If you’re worth more money now, why wasn’t you worth it 15 minutes earlier?).
  3. The reasons for you wanting to quit will still remain, even if they are temporarily appeased.
  4. Quality, well-run companies do not give counteroffers…ever! How would you feel if one of your employees forced you into something? ” If you don’t X, then I’m quitting.” I know I’d be angry. I’d be more than angry.

If you do get the urge to accept a counteroffer, just be prepared for the consequences whenever they do materialise.


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