You’ve made the decision to leave your job, you’ve accepted a new offer, you’re resigning, and your current employer puts a counteroffer on the table.
In most cases, the offer is purely financial and trumps the offer received in a new place of work. Very often, in addition, the employer appreciates your efforts, notices your commitment, announces a promotion in a short time, and even offers it here and now.
The fundamental question in this situation is – why does the employee leave?
The motivation of the employer making the counteroffer is obvious:
📍 He is motivated by the actual desire to keep competence in the organization.
📍 He wants to gain the time he needs to find a replacement.
📍 He is aware of the costs he will have to incur when recruiting a new person.
According to Forbes, Business Insider, Bloomberg, and LinkedIn reports, 80% of those who accept a counteroffer leave their workplace within 6 months. Another few percent leave within 18 months.
I would like to ask two questions:
- Will you accept the counteroffer or will you leave because your reasons for leaving have not changed at all?
- Why do employees accept a counteroffer and what does it mean for their further career in the organization and professional satisfaction?
