Research indicates that 80% of candidates who accept a counteroffer from their current employer end up leaving within 6 months. If an employee is displeased in their current position or dissatisfied with their employer overall, it is unlikely that a promise of more money or improved working conditions will really change how they felt in the first place. Making a new commitment to the work and the company is usually short-lived. Here are six reasons why we don’t recommend accepting a counteroffer.

Underlying Issues Remain

The reasons you wanted to leave in the first place, such as a toxic work environment, lack of growth opportunities, or dissatisfaction with company culture, are unlikely to change just because you received a higher salary or better benefits. If you reflect on why you decided to explore new opportunities in the first place, the reasons are often deeply rooted in the organization’s structure, policies and culture. A temporary increase in compensation might provide short-term satisfaction but it seldom solves the core issues that led to your decision to leave. This can result in cycle of frustration as the fundamental problems with the job remain unaddressed.

Temporary Solution

Counteroffers are often a short-term fix. Employers may provide immediate incentives to keep you but might not address the underlying issues that led to your initial decision to leave. If nothing but your salary changes, your dissatisfaction will likely return. Accepting a counteroffer might delay the inevitable departure, but it seldom resolves the issues that caused your desire to leave.

Career Growth

Accepting a counteroffer might stall your career growth. A new job can offer new challenges, opportunities to learn new skills, and a chance to grow professionally. Fear of the unknown may make a counteroffer seem appealing but real growth comes from expanding your knowledge and network and being open to making a real transformation. Staying in your current role could cause you to miss out on the chance to experience different industries or take on leadership roles. Ultimately, this can affect your long-term career trajectory.

Perceived Value

If your employer only offers you more when you’re about to leave, it might suggest they don’t value your contributions until they’re faced with losing you. Your employer may have been knowingly underpaying you or they may realize that A) it’s much more costly to begin the recruiting process to replace you than to offer you an increase or B) they recognize that employees who accept counteroffers usually leave within the year, so they buy themselves some time to recruit your replacement. Either scenario doesn’t lead to a positive workplace culture and strong relationships.

Future Opportunities

Accepting a counteroffer might close the door to the new opportunity you were considering, which could offer better long-term career prospects and professional satisfaction. In today’s job market, it is much more acceptable and often desirable to seek new opportunities to climb the corporate ladder. Where past generations devoted their entire careers to a single company, the current workforce is focused on acquiring and building skills that can help them get to the next level and secure a higher position. Turning down a new opportunity in favor of a counteroffer can hinder your progress and limit your potential.

Fractured Relationships

Once you decide to leave, your loyalty and commitment to the company is compromised. Your employer may lose trust in you and question your dedication. This could change the way you are treated, limit your growth or position you first in line if layoffs ever become necessary. Sometimes, employees who accept counteroffers are looked upon unfavorably by co-workers as well. The perception might be that you didn’t really earn your new compensation or work conditions. This can create a strained and uncomfortable work environment, ultimately affecting your morale and productivity.

While counteroffers might appear to be attractive at first, they often have long-term implications. We usually recommend moving forward with your original well-thought-out plan to embrace new opportunities and align with your long-term career goals and personal satisfaction. We encourage clients to think critically about their career decisions and priorities, their professional growth, and well-being over temporary incentives.

The Wilner Group has deep expertise in the nuances of the job market. We offer three verticals of business to help match the right recruits with the right opportunities: retained search, contingent permanent placements and contract and temporary projects. If you’re interested in outsourcing your recruiting efforts, TWG is available as a full cycle external recruiting department. For personalized assistance with staffing and placement, please contact Maureen Wilner at 201-897-6401