12 reasons not to consider Counter Offers

by Samantha Judd


A step by step guide to being in control of your career. 

Counter offers play on our human fallibilities; pride, flattery, the desire to be needed and to feel good about ourselves and oh boy is it a powerful message when delivered by your manager or a skilled negotiator who is often drafted in for just such an occasion.

At boycerecruitment we talk to you about how to deal with a counter offer from the first time we speak to you, you may just not be aware of it.  We pride ourselves on carefully preselecting the jobs we present to you as career options and this means we need to know a great deal about you, your motivations for finding a new job, your medium term career goals and your long term dreams and passions.

We know that high demand candidates already know their worth in the market place and are prepared to negotiate with their current employer to improve working or pay conditions.  They will seek new opportunities when there is no longer any benefit to their careers to stay in their current firm.  At boyce by working closely with you we help you prepare for the pre-selection, interview and offer stage and this means talking about your current and previous employers, the reasons why you are looking for a new job.  We dig deeper to ensure that you are looking for a job for the right reasons and that your search is well conceived and realistic.   By working with you to become a high demand candidate we can help improve the range of opportunities available and hopefully secure the right offer with a competitive compensation package.

Here are the twelve reasons why our high demand candidates do not accept counter offers:

1. They have already analysed why they are looking for a new job.

Job seekers should carefully consider what their expectations are and why they are embarking on a job search.  If you are after a pay rise or a promotion you should already be talking to you current employer about this as part of your appraisal reviews and line manager updates.

2. They have clearly understood their career goals and voiced any reasons of dissatisfaction to their current employer.

If you have not told your manager what you are aiming for do so now.  If they have been discussed and reviewed and then forgotten, this means they will still exist even after you have received a counter offer.

3. They are not pushovers.

The management of your current firm believe that you could be easily influenced, persuaded or swayed by money to stay.   Clearly vocalise why you are leaving when you hand in your notice with a letter confirming what you believe your entitlements and leaving conditions to be.   Do not stay because it is easier; it never is.

4. They understand things could not be the same.

Your employer now knows not only that you were dissatisfied, but unhappy enough to start to look for a new job.  They know too much and they may limit training, development and management guidance.  They will want to invest in people they believe are on side.

5.  They know valid promotions are not just gifted as part of a counter offer deal.

You have been promoted great, but what has changed?  Why would a job role be created overnight?  Ask yourself what could change and how that would be beneficial to you.

6. They know money does not grow on trees.

Oh yes, they matched and then exceeded the other offer, but how?  And why now?   You did already voice to them that you wanted a salary increase that reflected your work achievements didn’t you ? (see points 1 & 2)   Please ask yourself if this type of salary increase is flattering or is it blind panic and what else will they hold back on in the future to equalise this increase. (point 7)

7. They know that budgets are planned and set in advance.

A significant pay increase with no additional responsibilities is a warning sign.  It can only mean one of three things; they were not being open with you about what others were earning as they did not feel you merited it; they have taken 2 or 3 years worth of pay reviews and given them to you all at once; they are going to pay you less in other ways; (bonus, benefits etc.)

8. They have an opportunity to plan for a replacement 

You have now given your current employer a chance to hire your replacement in their own time and in a way that means you may even train them!  They know, even if you don’t, that there is an 80% chance you will leave within 6 months and now you have just allowed them to plan and manage your exit on their terms.

9.  They understand how cutback decisions are made

Your higher salary may now make you out of kilter with job banding and therefore the job could be cut or re-jigged as par of a cost cutting exercise.  Your employer knows that you are probably still looking for another job anyway and that actually they might as well keep someone who wants to work there still.  After all, nothing has changed.

10.  They are not prepared to wait for a crisis to be appreciated.

Think about what kind of firm you are working for when it takes this to merit a pay rise. promise of promotion or change working conditions.

11.  They don’t regret decisions

The balance has changed and you are feeling not only dissatisfied but compromised.  You have regrets that you did not follow the plan and take the plunge and change your work life.

12.  They know that 80% of job seekers who accept a counter offer leave within 6 months. 

See points 1-11 if you are in any doubt why this figure is so high.








by Boyce Recruitment on June 4, 2013

posted on boyce recruitment updates,