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"The offer has been accepted by Mr.X.he is joining
us on so and so date. This is what many of our
clients tell us after they "feel" that they have
successfully made an offer and closed a postion.But
post the offer, we as consultants get the real
story: the candidate after accepting the offer
is now silent; he does not pick up our phone calls
or even if he does, the response is "I am in a
meeting and will call back"-a call which is never
returned. Eventually Mr.X does not join our client
.With great effort, we contact Mr.X only to discover
that he has accepted a counter offer from his
current employer and has decided to stay back!
My current employer has:
A] PROMISED me a pay hike with a special bonus
soon.
B] Increased my job responsibilities with a promotion.
C] Improved the work environment.
D] Questioned my loyalty towards the organization?
These and many more are reasons are cited by many
candidates like Mr.X who decide to stay back with
their current employer by accepting a counter
offer.
Let us take a look at what are the perceived gains
by accepting a counter offer:-
1] Promise of a pay hike or maybe an immediate
pay hike.
2] Potential of an improved work environment
3] Additional responsibility with a promised promotion.
4] A "good feeling" as you think you have proven
your loyalty to the organization as also that
you are indispensable to your company.
It is very difficult to say "no" to all such goodies
promised so easily which Mr.X never got before.
But are these gains "real" and "long lived"? Let
us try and answer some questions which might set
you thinking!
A] If the organization wanted to give you recognition,
why did it wait for you to put in your papers?
Pay hike is always based upon merit. Shouldn't
it have been communicated to you as part of a
process of planning your career?
B] Improved work environment: Can the work environment
be improved overnight? If yes then will it be
long lived? Why should a company keep someone
who didn't deserve a promotion and instead received
it in reaction to a fear of departure? When the
crisis is over, so will the incentive to keep
you back.
C] A pay hike and promotion out of turn? How would
you manage your relationship with your colleagues
and seniors after you accept an "out of turn"
pay hike? Won't there be a feeling of being obliged
somewhere within you? Will there be a one-to-one
relationship between you and your seniors/ colleagues
post your acceptance of the counter offer?
D] Loyalty? Your employer will no longer consider
you part of that "inner circle" of his trusted
confidants. If you have been flirting with other
companies, then isn't the trust going to be weakened?
Your employer will always remember this move of
yours and definitely not in a positive light.
Your seniors won't respect you. They know that
they are the ones who really call the shots in
your career, not you.
E] What if your boss who made the counter offer
to you leaves the organization tomorrow? The job
market is full of opportunities and anyone could
pursue better career options.
F] What about your relationship with the prospective
employer and the executive search firm? Have you
considered that aspect?
So should you accept a counter offer from your
current employer? The advice is "NO". This is
not to do with managing a counter offer but managing
your career. Our experience, as consultants, is
that 90% of the candidates who accept counter
offers are back in the job market within 6 months
period or sometimes even earlier.
So what should be done?
1] First and foremost do your homework well. Never
let that stage come where you are compelled to
accept a counter offer. Your objective of looking
at a career move is to meet your career goals
which should be clearly evaluated by you on an
on-going basis. If you are clear about your career
goals and do not have a clear/bigger picture from
your employer's perspective, it is suggested that,
at the right time, discuss your career plans and
goals with senior. This will help keeping the
boss abreast about your aspirations.
2] Consult some seniors in the industry or peers
who are capable of giving you inputs .On the basis
of their experience, they could advice you about
the industry and the kind of companies you would
like to move to in future or immediately.
3] Executive search firms and recruitment consultants
can be an excellent source for you to take advice
from. Pick up some good and credible consultants
with proven credentials who would do an evaluation
of the situation objectively and offer invaluable
advice. Consultants work across industries and
can give you a wider perspective which in turn
will give direction to your career. They can be
your confidant.
Once you have DECIDED that you need to move on
to another organization and have accepted an offer,
there should be no question of accepting a counter
offer and staying back with your current employer.
Remember well-managed companies rarely offer counter-offers
to their staff. Instead they treat them with dignity
and respect of an individual who has thought long
and hard enough to take his career into his own
hands. Leaving a company is something that happens
to everyone in the world of work. Minimize the
potential career damage and your anxiety in this
transition by having the confidence to stick to
your decisions.
With best wishes,
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