Counteroffers are Never a Good Option for Either Employer or Employee, Advises Harris Allied

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Harris Allied offers guidance to employees to preclude the need for a job search in the first place and encourages taking responsibility for carving out their own career paths

www.harrisallied.com

Employees should know that their employer is going to start looking for their replacement soon after they accept their counteroffer because they know the loyalty has eroded.

There is never a good time to offer or accept a counteroffer because they are generally a sign of a dysfunctional relationship, say experts at Harris Allied, an executive recruiting firm.

“Employees should know that their employer is going to start looking for their replacement soon after they accept their counteroffer because they know the loyalty has eroded,” says Kathy Harris, managing director of Harris Allied. “Additionally, employees will fare better if they accept the new job they were offered versus taking the counteroffer to stay at their current firm, because there were likely good reasons they embarked on their job search in the first place.”

Harris says that where employers are concerned, prevention is the best medicine. “Employees leave jobs most often for reasons other than compensation. An employer can retain key talent by offering their employees ample opportunities for career and professional development,” says Harris. “Tuition reimbursement, senior management mentoring, leadership training, as well as opportunities for internal and external recognition, can also play a role in keeping employees happy and preventing them from looking for a new job.”

According to the recent Harris Allied Tech Hiring and Retention Survey, 58.1% of senior executives, hiring managers and team leaders said that they offer opportunities for professional development and career advancement as their most valuable retention tool.

Just as important, when an employee accepts a counteroffer, it is based on the hope that their employer will make good on something or because the company is in a state of flux and can’t risk losing key talent at a pivotal time. “But hope is not a strategy,” says Harris.

Harris offers the following guidance to employees to preclude the need for a job search in the first place by encouraging them to take responsibility for carving out their own career paths:

  • Before looking for a new job, look for opportunities within your current firm to take on additional responsibility that will allow you to advance your skills.
  • Be proactive. Get in the loop on what the company is doing and what new initiatives are underway.
  • Always learn and embrace new technologies.
  • Look for opportunities internally that will allow you to work across divisional projects, on bigger teams, and that will afford you greater exposure to senior management.
  • Talk to your team leader or HR department about what professional development opportunities exist. Look into their training programs or tuition reimbursement benefits.
  • If you’re itching to look for a new job because you want to earn more money, ask for more responsibility that is commensurate with a higher salary.
  • Communicate clearly about what your professional goals are to your team leader. This will allow them to better plot out your job responsibilities and assign projects that are aligned with your objectives.
  • Lose the chip on your shoulder and have the conversation about what you need or any issues of concern. Don’t wait for the annual review period to have the tough conversation. It’s far easier than you think and certainly easier than looking for a new job.

“Our Harris Allied Tech Hiring and Retention Survey revealed that more than 40 percent of employers would not try to intervene to retain an employee if they learned that one of their people is being pursued, so employees should never bank on that counteroffer. Take the steps now, in advance, to ensure your own career success and consider a job change as only one option to that end,” notes Harris.

About Harris Allied
Harris Allied provides premier executive search, technology and quant analyst placement services to the financial services, professional services, consumer goods, digital media and tech industries. The firm represents clients who are at a variety of growth stages: from tech start-ups to established industry leaders. Harris Allied’s client-centric approach allows the firm to objectively assess the strengths of qualified candidates and thoughtfully match them with the right opportunities.For more information visit http://www.harrisallied.com. To view Harris Allied’s corporate video, “For Each of Us, It Starts with a Moment,” visit http://www.youtube.com/harrisallied.

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Nina Dietrich
Percepture
201-493-8944
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