It is not unheard of for employers to suddenly offer a promotion/ pay rise or incentive to an employee once they have resigned.
It can be very flattering to say the least, however it can also be irritating for some employees who have spent months trying to secure that promotion and only at the point of giving up hope, decided to seek that elsewhere.
The stress of resigning can be overwhelming, in anticipation of the reaction of your boss; how will they take it? Some people find that their employer then gives them the cold shoulder and is dismissive and rude; others find them to be very understanding. Sometimes employers chose to make a counter offer to make things better for them.
In a moment of anxiety/ panic or concern your boss might be thinking already about :
Where to find another replacement? How do I train them? What will my clients say? How can I make life easier for me? How can I make them stay?
Being made an attractive counter offer is instantly good for your ego, but before you decide whether to stay and accept or go, make sure you think through the following ideas which Brian Moore has highlighted.
Firstly remember that you have only received a counter offer because you resigned. This is a reactive tactic and not because your employer has found you worthy whilst working with them and chosen to reward this accordingly. Do you need to resign every time you want to get on?
Is your employer doing this as a short term fix and will the promotion (if that is what is offered) really happen the way you want it to. Research has shown that a large proportion of people who have chosen to accept the counter offer, end up looking for a new job within the following 6-12 month once they have realised that a lot of promises hadn’t been fulfilled.
The counter offer could have been a way of filling a short term need, however your employer may start to question your long term loyalty and consider you a risk.
Importantly remember why you chose to leave in the first place? Do those reasons still exist? E.g. bad client management, lack of morale in the office, poor management as a whole, salary too low (well beyond market rate), lack of opportunity for internal staff … The easiest problem to deal with is money, however money is not the main factor for most people’s reason for leaving and the other issues are often the ones that don’t change and remain the same.