Should you accept a counter-offer from your employer?
22 November 2010
Read by 1892 persons
Signs of recovery are multiplying. And today it is tempting to change companies. Your current employer may offer you a counter-offer. You need to think about this proposal: it is not always a good idea.
Employees who resign, should you accept a counter-offer from your current employer? This is the question that the recruitment consultants at Robert Half asked themselves. In France, these specialists specify, 61% of managers believe that an employer should make a counter-offer when a valuable employee wants to leave their company? Similarly, 64% of French employees would accept a counter-offer from their current employer.
For Robert Half consultants, this counter-offer is not always a good idea for the departing employee. Indeed, the employee must keep in mind why he wanted to leave. Do these reasons disappear with the counter-offer? Will the tense relationships with colleagues or management vanish? Will the evolution of the company be significantly changed? There is also a high chance that the chosen solutions are not sustainable. That what was obtained under duress is not really desired by management. Ultimately, the employer can play this game to buy time and organize, this time for good and without a fallback solution for the employee, their departure.
"IT IS ADVISABLE TO DECLINE THIS PROPOSAL"
Playing the counter-offer game is also a mistake on the part of the employer. Indeed, the counter-offer is rarely made for the "right reasons" even if, most often, it allows the company to "buy time". On the other hand, the employee who chooses to stay will, sooner or later, encounter the reasons that led him to seek a new job. For the director of Robert Half France, Fabrice Coudray, "our experience as recruiters allows us to affirm that the counter-offer is in no way a long-term solution. 9 times out of 10, employees who accept a counter-offer, even though they had taken the step of finding a new job, start looking again actively in the following year."
Conclusion: "if a common future in the long term is inconceivable, in the interest of both the employee and the company, it is advisable to decline this proposal by explaining the reasons that motivated this choice", specifies Robert Half.
Published on June 8, 2010
Posted online on December 5, 2011
emploi-pro.fr
Employees who resign, should you accept a counter-offer from your current employer? This is the question that the recruitment consultants at Robert Half asked themselves. In France, these specialists specify, 61% of managers believe that an employer should make a counter-offer when a valuable employee wants to leave their company? Similarly, 64% of French employees would accept a counter-offer from their current employer.
For Robert Half consultants, this counter-offer is not always a good idea for the departing employee. Indeed, the employee must keep in mind why he wanted to leave. Do these reasons disappear with the counter-offer? Will the tense relationships with colleagues or management vanish? Will the evolution of the company be significantly changed? There is also a high chance that the chosen solutions are not sustainable. That what was obtained under duress is not really desired by management. Ultimately, the employer can play this game to buy time and organize, this time for good and without a fallback solution for the employee, their departure.
"IT IS ADVISABLE TO DECLINE THIS PROPOSAL"
Playing the counter-offer game is also a mistake on the part of the employer. Indeed, the counter-offer is rarely made for the "right reasons" even if, most often, it allows the company to "buy time". On the other hand, the employee who chooses to stay will, sooner or later, encounter the reasons that led him to seek a new job. For the director of Robert Half France, Fabrice Coudray, "our experience as recruiters allows us to affirm that the counter-offer is in no way a long-term solution. 9 times out of 10, employees who accept a counter-offer, even though they had taken the step of finding a new job, start looking again actively in the following year."
Conclusion: "if a common future in the long term is inconceivable, in the interest of both the employee and the company, it is advisable to decline this proposal by explaining the reasons that motivated this choice", specifies Robert Half.
Published on June 8, 2010
Posted online on December 5, 2011
emploi-pro.fr
