Should I stay or should I go?

 

The topic of counter offers is an interesting one. I am sure you have seen articles and thoughts about the subject and they are usually one person’s perspective on the topic. For a somewhat different approach, we’ve reached out to people in our network to gain their thoughts and perspective on the topic.

We asked:

You have just received an offer to join a new firm. You are giving notice to leave your current position and your employer makes a “counter offer” to keep you from leaving. You start to think about whether or not to take that “counter offer.”

Why would taking a counter offer can cost you more in the long run?

If people generally want to stay with their current company and the concerning issue is mainly about compensation, accepting the counter-offer can be a good decision.  However, if compensation is only one of a number of reasons to leave, best for the employee (and employer) to part ways amicably and not confuse or prolong the process by considering or negotiating a counter-offer. Further, if the only way for employees to receive raises and/or get paid market rates, better to leave vs. accept a counter offer since this will likely be a recurring theme.

Bob Pryor, CEO,  NTT DATA, Inc.

 

When you decide to make a change it is because there is something missing.     I have always found that a counter offer usually only attempts to correct a salary issue and not the driver behind your decision to make a change and you will still be unhappy.

You will end up back looking in a year!

Once you turn down that original date to the prom, they probably are not going to ask you again!!

Be decisive, know what you want, move forward and don’t look back!!

Betty Becker-Steele, Senior Executive at Accenture

 

The reasons people resign include they: dislike the work, dislike the company direction, dislike their boss, dislike their pay. They don’t necessarily want a raise, they want a new situation. Accepting a counter does not fix any of this.  In fact, it may cause resentment toward that employee down the road. Don’t take the counter!

John Cutrone,  Senior Advisor – Professional Services

 

We hope you find these perspectives interesting. If you would like to share your thoughts on this for future blogs, please let me know.

Larry Janis, Managing Partner, ISSG, janis@issg.net

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