How to Handle a Counter Offer

As you confidently submit your resignation, a wave of relief washes over you. You stand poised to embark on the next phase of your career with anticipation and enthusiasm. However, your employer unexpectedly presents you with a counteroffer, catching you off guard.

How should you navigate this situation? We can provide you with a systematic approach to managing counteroffers. This process will enable you to thoroughly evaluate the advantages and disadvantages of accepting or declining the counteroffer, empowering you to decide based on your best interests, rather than succumbing to your managers influence.

What Is A Counteroffer?

Following your resignation from a job, a counteroffer arises when your employer presents you with an alternative proposal in an attempt to persuade you to remain. This offer may involve a higher salary, enhanced benefits, a promotion, a different position, or even a compelling combination of these incentives.

Getting a counteroffer can be flattering! On the surface, it’s an in-your-face nod to the value of your skillset and work ethic. But going a little deeper, it is also your employers way of saving time and money. It’s far easier and cheaper for them to do what they can to retain you, rather than recruit and train a new hire.

Carefully and Critically Review the Counteroffer

Begin by expressing gratitude to your Manager for the counteroffer and kindly request some time to thoroughly evaluate it. It is advisable to allocate at least a day or more to allow for a comprehensive consideration.

During this period, diligently examine the terms of the counteroffer and impartially compare it to any other offers you may have received. Consider factors such as salary, bonuses or incentives, working conditions (including flexibility and commute), additional benefits such as increased leave, and opportunities for professional growth.

Next, focus on the underlying reasons for your decision to leave. Is it solely related to monetary concerns, or does it stem from issues with company culture, an unfavourable work-life balance, or a lack of long-term career prospects? Crucially, evaluate whether the counteroffer effectively addresses these concerns and whether you have confidence in the likelihood of meaningful change.

The answers to these pivotal questions will play a vital role in effectively managing counteroffers and will ultimately guide your decision-making process regarding whether to accept or reject them.

Meet With Your Manager

Once you’ve gone through your counteroffer review process, schedule a meeting with your manager to discuss it. You should have a pretty firm idea of your decision by now, but it’s still good to head into the meeting with an open mind. When speaking to your manager, be honest about the things that made you want to leave in the first place, as well as what you need to stay and be happy in your current role.

As you move through this discussion, try to gauge whether your employer is really receptive to making the changes presented in the counteroffer. For instance, if you’re resigning because of a lack of career advancement opportunities, do they offer to develop an individual progression pathway with short and long-term goals?

The answers you get will help you make that final decision, and it’s best to aim to give them that by the meeting’s end. Whatever decision you make, you can keep your reputation intact by letting your employer know you appreciate the counteroffer, as well as them being open to doing what it takes to get you to stay.

Make Your Choice

If you’re still on the fence about your decision, we have some additional advice as recruitment specialists who’ve helped various candidates manage counteroffers. Generally, if your employer counters with a pay bump and you’re leaving purely for financial reasons (i.e. you still love the company, the work and the people), stay. Just be aware of the fact that in resigning from a job, a semblance of trust breaks with your employer and it may take some time to mend it.

If the counteroffer is only about the dollars and cents and you need a change in culture, work-life balance etc., it’s probably better to decline it. The same goes if your employer offers to implement such changes but you don’t trust they’ll happen, or they’ll likely only last for the short-term.

Further Support

By following these steps, you can deal with a counteroffer in a positive and proactive way, make a well-informed decision and hopefully maintain a good relationship with your employer. Remember that ultimately the decision must be based on what’s best for your career and personal and professional growth.



If you need some further assistance in reviewing a counteroffer, or finding your next great opportunity, be sure to connect with one of our Wowzer recruitment specialists.