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Counter Offers – 10 Reasons Why They Never Work

As recruiters we are all too aware of the 6 month post counter offer quivers. It is extremely rare for anyone to accept a counter offer and not appear on the job market again 6 months later. Why? There are many logical reasons why accepting a counter offer is a bad idea so we have come up with 10 which should help you say a big “no thank you” to your boss.

  1. You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.
  2. When promotion time comes around, your employer will remember who was loyal and who wasn't.
  3. Once the word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer-group acceptance.
  4. What type of company do you work for if you have to threaten to resign before they give you what you are worth?
  5. Your company will immediately start looking for a new person at a lower starting salary.
  6. When times get tough, your employer will begin the cutback with you.
  7. Accepting a Counter Offer is an insult to your intelligence and a blow to your personal pride; knowing that you were bought.
  8. Suppose you were given an annual raise of £6,000 as a counter offer. When they find a replacement for you in say 60 days, then the actual cost to them is only £1,000 so how much have you actually gained?
  9. Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable short term because of the raise, promotion or promises made to keep you.The same circumstances that now cause you to consider a change will repeat themselves in the future; even if you accept a Counter Offer.
  10. You should know that statistics compiled by the National Employment Association confirm the fact that over 80% of those people who elected to accept a Counter Offer and stayed are no longer with their company six months later.

 

What really goes through a boss's mind when someone quits

"This couldn't be happening at a worse time."

"This is one of my best people. If I let him quit now, it'll wreak havoc on the morale of the department."

"I've already got one opening in my department. I don't need another right now."

"This will probably screw up the entire vacation schedule."

"I'm working as hard as I can, and I don't need to do his work, too."

"If I lose another good employee, the company might decide to "lose" me too."

"My review is coming up and this will make me look bad."

"Maybe I can keep on until I find a suitable replacement."

 

What will the boss say to keep you?

"I'm really shocked. I thought you were as happy with us as we were with you. Let's discuss it before you make your final decision."

"Well, I've been meaning to tell you about the great plans we have for you, but it's been confidential until now."

"The VP/Parners have you in mind for some exciting and expanding responsibilities."

"Your raise was scheduled to go into effect next quarter, but we'll make it effective immediately."

"You're going to work for who?"

Let's face it. When someone quits, it's a direct reflection on the boss. Unless you're really incompetent or a destructive thorn in his side, the boss might look bad by "allowing" you to go. His gut reaction is to do what has to be done to keep you from leaving until he's ready. That's human nature.

Unfortunately, it's also human nature to want to stay unless your work life is abject misery. Career change like all ventures into the unknown, is tough. That's why bosses know they can usually keep you around by pressing the right buttons.

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My experience of using CRA Consulting has been really positive. They asked lots of questions about my specific requirements to ensure they were clear on the skills any candidates would need to have. The calibre of the candidates put forward to me were excellent, and CRA discussed them with me individually prior to them being selected for interview. CRA kept me and the candidates informed every step of the way, and were always willing to go the extra mile to find the right people for the job. Even now I’ve successfully recruited to the position, CRA have continued to stay in touch to ensure the process is smooth. I would highly recommend CRA Consulting, and will be returning to them in future.

Lisa Smith,
Shelter

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