Receiving such an offer, however, shouldn't necessarily be viewed as a vote of confidence. Most employees think of themselves as valuable enough to warrant a counteroffer if they should ever threaten to leave. "Your motives will be suspect from that point on," she said, since your boss will wonder whether your resume is still on the street. "If you send a signal that you're unhappy, and if your boss personalizes your desire to leave, then staying doesn't make sense no matter what they offer you," said Arlene Hirsch, a Chicago career counselor and author. For instance, about 57 percent of all employees who accept counteroffers change companies within the following 24 months, the research shows, which raises questions about the long-term value of extending counteroffers. Even when a counteroffer is proposed and accepted, HR professionals and recruiters report that problems often follow, according to research by LiveCareer, a job-search firm. Most people managers wouldn't accept such a proposal, and a few would terminate the employee on the spot. She then approaches her boss with a proposition that, in effect, says: "I won't jump ship in exchange for an even higher raise and the other benefits of this new job." In a more typical scenario, an employee hears about a job opening that includes a large pay hike, greater flexibility or more appealing responsibilities (or all of the above) applies for the position and lands it. There's no ill will, she said, because both sides now understand that her old position was a bad match.Ĭounteroffers usually don't end so happily. Linda (not her real name) readily accepted the counteroffer. "Why didn't you come to me sooner?" The boss then explained how highly he valued her skills, and to prove it, he offered a change of responsibilities, a new title-director of marketing-and a $5,000 a year raise. "I didn't know you were unhappy," he told her. To Linda's surprise, her boss was quite sympathetic. Then she made an appointment to tell her boss the bad news. ![]() ![]() After a few weeks, Linda received an attractive offer from another Chicago firm, which she quickly accepted. Linda's next step was one duplicated by thousands of other unhappy employees each day: She revised her resume and started job hunting. ![]() She believed her marketing skills were being wasted in an administrative position, and she felt underpaid to boot. ​Less than a year after becoming office manager of a small testing firm in Chicago, Linda Sullivan was ready to quit.
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