Once upon a time there was a manager who searched the job market far and wide for just the right job candidate. When the candidate was found, the manager was very happy and tendered a fair and just offer.
But the candidate said he needed a few days to think things over and the fair and just manager agreed.
Finally, the job candidate called the manager to deliver the news. The manager was so happy because he believed he would get the job candidate of his dreams.
But the job candidate told the manager: “You know, dude, I just think I’m going to stay where I am. When I told my manager about the offer from you, she made a counteroffer. So I’m going to stay at this company. I’m really stoked.”
Well, as you can imagine, the manager was disappointed and a little peeved. He had already put in quite a bit of time – and money — searching far and wide for the candidate, and now the candidate didn’t want his fair and just offer.
But the job candidate was quite happy. He was content that he had managed to get a raise in his current job, and didn’t have to travel the sometimes bumpy road of a new job.
So, now the job candidate who accepted a counteroffer would live happily ever after, right?
While this is a fictional tale, the reality is that it happens all the time. Job candidates can’t seem to make up their minds about a job and so they hope to have the decision made for them by telling their current employer about the offer. Then, when the counteroffer is made, all the problems seem to be solved.
But research shows that more than 90% of those who accept a counteroffer end up leaving the job less than a year after they accept it.
One of the reasons is that managers often view an employee as disloyal for entertaining another job offer in the first place. The fact that the employee considered leaving makes the boss believe the worker is not completely committed (read the rest here)
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