"You’ve accepted a new job; but your current employer wants you to stay.
How should you handle a counter-offer?"
How to Handle a Counter-Offer
Common Counter-Offer Incentives
Employers may attempt to retain you by offering:
Increased remuneration
Improved company benefits
Promotion or more impressive job title
Additional responsibilities or role changes
Greater involvement in areas of interest
While flattering, these offers can carry significant risks and require careful evaluation.
The Impact of Accepting a Counter-Offer
Accepting affects your current role and your relationship with the prospective employer.
Hiring organisations invest time and resources in recruiting you; withdrawing could damage that relationship.
Ask yourself why you must resign before earning a raise, promotion, or improved conditions — your career trajectory matters more than temporary gains.
Key Questions to Ask Yourself
Will it increase your chances of leaving?
Only if financial reward or feeling valued was the primary reason for leaving.
Research shows up to 72% of employees who accept counter-offers voluntarily leave within six months due to unfulfilled promises.
Will it question your loyalty?
Yes. Your loyalty may always be in doubt, affecting future promotions and opportunities.
Will it address non-financial issues?
No. Counter-offers rarely resolve non-financial reasons for leaving, such as career growth or workplace satisfaction.
Will it increase your risk of redundancy?
Yes. Loyalty may be questioned during downsizing or performance reviews, potentially placing you on shortlists.
Will it freeze future salary increases?
Yes. The increase may be an advance on next year’s budget, limiting future growth.
Will it buy your employer time to recruit your replacement?
Yes. Employers often continue recruitment even after making a counter-offer, ensuring continuity in your role.
Will it positively increase your profile?
No. Temporary profile increases do not necessarily translate into career advancement.
Why would your employer make the counter-offer?
To protect their investment in your development and minimize the cost and disruption of recruiting a replacement.
Should the counter-offer have been prevented initially?
Yes. Regular reviews, merit-based rewards, and proactive engagement would reduce the need for counter-offers.
What impression will it leave on the hiring organisation?
Negative. Accepting a counter-offer after committing to a new employer can damage your credibility and professional reputation.
Final Advice
Focus on long-term career growth, development, and satisfaction rather than short-term gains.
If you are unsure, seek guidance from your recruitment consultant.
Make a decision based on career trajectory, alignment with goals, and overall opportunities, not temporary incentives.
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