Why You Shouldn't Take a Counteroffer

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I never had a counter-offer since the company where I was registered called-up several times offering positions but never materialized. Thank you anyways!

aliyah of CA 11:41PM June 05, 2013

I believe this article is missing citations (source) from a Wall Street Journal article 1998.

Joseph Anderson of MN 1:28PM April 10, 2013

arg

Trevor Butenschoen of WA 10:24AM March 22, 2013

I agree, I think before to start looking for new opportunities, it is important to evaluate the real reason(s) for what you are planning to leave your current job.
That will allows you to be more precise when your evaluating new job offers and will help you to be natural during the selection process.

Victor Suarez 7:51PM December 05, 2012

What if the other offer is a contract position, and your employer offers to give you a promotion and increase pay?

Anonymous of CA 1:49PM November 21, 2012

Generally speaking, I agree absolutely! Once you've made the decision to leave, and you have a good (or at least acceptable) place to go, go there.
The closest thing to an exception I can think of is when the current employer responds by offering another position in the company. "We were about to promote you" is less a counteroffer and more of an alternative new position. Of course, the discussion has to be about the *new* position, not staying in the current position just in case the new one becomes available in the indefinite future.

Michael L Wyland of SD 4:14PM August 06, 2012

I think this whole "Don't accept counter offers" is something that recruiters started for their own self interest. If everyone accepted counter offers, they would never make money.
This would be like asking McDonalds if you should cut down of the number of times you eat there per week. Of course they are going to come up with reasons why you should keep coming.
Are there situations where accepting a counter offer could go bad?? Definitely! But, I don't think its as bad as they make it out to be.

LE of GA 8:46AM August 02, 2012

Gee, maybe the answer in this situation, as in most, is better communication. As an employee I need to make sure my supervisor knows my interests and potential. If I am good at my job why should they move me unless they know it is important to me that they do so. Some people want to stay where they are and some want to grow. Since every situation is different you can't assume that your employer knows what you really want -- so talk to them. That being said, if you can't get what you want then leave with a clear conscience. As the article noted, if you can't get what you want by asking, threatening to leave isn't going to buy you much love.

The Boss of CA 2:49PM July 03, 2012

When I recently interviewed, I was not even considering using a potential offer as a negotiation tool. I knew that my current employer would probably try to make a counter-offer, because that has been their MO with others who have left. When I was offered the new position, I negotiated, then accepted their offer. When I gave my resignation, I advised my employer that my reason for leaving had nothing to do with my compensation (it doesn't) and that it was directly related to a career path they couldn't match. That halted any potential counter-offers. The last thing I wanted was to leave somewhere and feel that I had not acted with the utmost integrity.

Olivia of KS 3:02PM June 30, 2012

This is amazing to read really all of the Warped view points on equal and fair treatment of employees and how they should proceed in moving on from a company.
Reality is this if management teams had any concept on how to treat employees fairly and with respect they would not be looking in the first place bottom line.
I am a Industrial Maintenance Mechanic/Millwright
in Canada with 20 years on the job in both union and no union company's and Millwright firms that go on site.
I have seen many different management styles and it is safe to say management is the issue.
One prime example of this was the very small town i live in and the two big mfg company's here both were union shops and i was in both within the same year for extended periods of time.
The company's were within half a mile of each other.
The automotive mfg of seat adjusters had a long history and had been here for almost 50 years and in that facility they had on average 1 supervisor(management) for every 15 employees not to mention the obvious cost associate with non production staff(management) the real issue was the atmosphere in this company between management and the union employees it was hell but the pay was good.
The other company down the road was a rubber conveyor belt manufacturer that 2 years prior terminated all of their middle management and the employees had one manager overseeing them the production manager and the employees were responsible for their own actions on the job as far as production was concerned, i was in this company for 3 months before i even realized there was a union there was virtually no friction between management and union employees.
In closing here is the point to my long winded story people do not leave jobs because of money alone actually it is the opposite money usually is never the issue its poor working conditions period.
I have heard a few snappy comments by employees over the years about the state of affairs in a company.
If i am not getting paid well, if i am not getting treated well, and if i am not respected then why am i still here??????????
The other one although a little more abrupt was you expect us to sit and pass gold bullion but feed us peanuts and treat us like mules you sew what you reap.

Timothy Gaffney 8:43PM May 02, 2012