To Counter, Or Not To Counter
by Miriam Hanna, Director MadlinHanna Consulting
Counter-offers have always happened. A superstar resigns and the existing employer tries to convince them out of it. In the current, incredibly competitive climate, we have seen and now expect almost everyone resigning to be counter-offered. Sometimes the counter is financial and sometimes it incorporates promotions and changing responsibilities. But if you’re a manager, should you counter if someone in your team resigns? If you’ve accepted another job, are there circumstances where you should accept a counter?
Why did it take resignation to be valued?
The biggest frustration I have on behalf of those being countered is why did it take that person to leave for their true value to be appreciated? If there are frustrations that someone has about their salary, level or progression, how can we create environments where these questions are raised without someone feeling their only option is to resign? The cynical side of me always feels that the world being offered at the point of someone being halfway out of the door is all just an attempt to delay the inevitable.
It’s a temporary solution for both parties
Anecdotally, we know that people tend to stay in post for a matter of months after accepting a counter. Can you imagine the mentality of someone who got so far down a process, to the point of resigning? When someone has already checked out, we know that the task of bringing them back onside is a hefty one. Yes, the status quo is always viewed as lower risk and you might get someone to stay for 3 to 6 months but before you chuck money at them, have a think if it is worth having someone stay who doesn’t really want to be there. As a candidate, if you are tempted to accept to the counter-offer, know that things will very quickly re-set to where they have been. Why did you want to leave in the first place and will those reasons not still be there after the dust settles?
Burning bridges
Something to consider is the third party in this, the potential new employer. When someone accepts a counter offer it almost always burns a bridge with the business you accepted an offer with. There are very few scenarios where that opportunity can ever be re-visited. That is why we strongly counsel against using an offer to get a better deal where you are. Negotiate and have an open conversation. Don’t move solely for money. The industry is small and news travels fast.
If you are unsure how to negotiate for a better salary where you are, we can provide that guidance. If you are in a process and you think, you might accept a counter-offer, pull out. It isn’t the role for you.
MadlinHanna Consulting is a recruitment consultancy specialising in corporate affairs, covering public affairs, corporate communications and financial PR. Contact us on 020 8088 4102 for more information or a confidential conversation about these services and more.