It can be tempting to entertain a move to another employer especially when you feel as though your career is stalled and the “grass looks greener” mentality is in play. However, when your boss hears that you might leave it sends all kinds of signals. The dilemma begins when your employer jumps into action and starts courting you with a pay increase, more benefits and opportunities of promotions.
The problem with counteroffers is not what they first appear on the surface. After all, who wouldn’t want to bump up their career and really feel appreciated? It all sounds good, but there are scores of employees who have accepted counteroffers only to find themselves regretting their decisions months later.
A recruiter once described a situation to me where a top-performing employee approached his boss with an offer from another employer. After a week of intense discussions, a counteroffer was made. The employee decided he would stay with his employer after so much need and appreciation was expressed. He had no idea how much his boss wanted him to stay until after an honest discussion of what types of changes were needed in order for him to stay.
As the recruiter said, “his boss felt as though he was pressured” to make a counteroffer because the company needed the employee’s expertise to help complete a project. His timing of accepting a different offer would have caused a great deal of turmoil, not to mention the disruption of hiring a quick replacement.
Why would the recruiter know the story so well? They were contacted by the boss who asked them to find the employee’s replacement. Giving the employee a counteroffer gave the boss time to initiate a search. While this may sound somewhat vindictive, it happens more than you might realize.
There are some exceptions to accepting a counteroffer, and even then the notion you were job searching will change the dynamics of a working relationship.
Counteroffers are combinations of internal and external rewards and that’s what adds to the dilemma in making decisions. When you hear how much your boss wants you to stay you often relate it to a vote of confidence. Once you make it known to your boss that you are willing to leave for another company you in essence send a message of unhappiness.
While your boss may say it’s not personal, it is and anytime you are willing to start a bidding war you are putting your career in jeopardy. If you can be bought with more money, benefits and bonuses, what will happen the next time when you get bored or unhappy? Counteroffers are related to trust issues, and employers want their employees to stay for more than just money.
Weigh the costs in discussing the offer with your boss, once you have decided to leave your employer it is better to stick with it than vacillate between should I go or should I stay?
Four reasons to leave:
• Your working relationship has changed and your thoughts of leaving are out in the open.
• Most employees do not leave their employers for money issues. Leaving is usually based on unhappiness with working relationships, boss, leadership style or lack of career progression.
• Making your willingness to leave known gives your employer time to find your replacement slowly.
• You set your career up as a bidding war of talent, and no one likes to be taken advantage of and feeling forced to increase your compensation.
What are your thoughts about counteroffers? Have you had a personal experience with one? How did it work out?
