So you’ve decided to notify your current employer of your new job offer, with the expectation that a “counter-offer” will be presented to you. While this strategy can be effective from a monetary perspective, you’d be wise to consider the following:
- Counter-offers usually come from your employer when they are desperate to keep you for the short-term, but not for the long-term: In other words, counter-offers are the only defense a company has to retain their talent pool, until new employees are hired, trained and can be productive.
- 80% of people who accept a counter-offer end up leaving the job after 6 months, according to LinkedIn. 90% of people end up looking for a new job after 1 year of accepting a counter-offer.
- It has been estimated that only 12% of active job seekers are leaving for monetary reasons. Statistically, there are many more reasons that influence whether or not you accept a counter-offer: company culture, advancement opportunities, management concerns, commuting, work-life balance, and so on.
So then, you must ask yourself, will the “counter-offer” solve any of the above? Probably not!
Ultimately the decision is yours to accept the counter-offer and remain in place. Statistically however, you would be better served by exploring a new professional opportunity and reenergizing your career.
