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[PDF] COUNTER OFFER SURVEY RESULTS - Brightwater Recruitment
BRIGHTWATER Counter Offer Survey Results THE FACTS of those responding to the survey worked in IT of respondents worked in financial
[PDF] THE DANGERS OF ACCEPTING A COUNTER OFFER - TECHSTAFF
Fourth and most important, statistics are not in your favor Four out of five employees who accept counter offers are gone within the year
[PDF] Should you accept a counter offer? - James Douglas
Our past experience and statistics prove that the probability of executives accepting a counter offer voluntarily leaving in six months or have been let go
[PDF] Counteroffer Acceptance: Road to Career Ruin By Paul Hawkinson
I define a counteroffer simply as an inducement from your current employer to get you In fact, statistics show that if you accept a Counter Offer, the
[PDF] Counter Offers - Aston Charles
The issue of a counter-offer is often not properly considered until the moment one has been accept All that remains is to hand in your notice
[PDF] Counteroffer Acceptance Road to Career Ruin
Before accepting a counteroffer from your employer, consider whether you'll be the winner or the loser in this employment maneuver Although no statistics
[PDF] Top Ten Reasons Not to Accept a Counter Offer
Reason Number 1 Statistics compiled by the National Employment Association confirm the fact that over 80 of people who elected to accept a counter offer
[PDF] COUNTER OFFER SURVEY RESULTS - Brightwater Recruitment
offered by their current employer 29 Most employers admitted they "start looking to replace the employee who has accepted their counter-offer"
Reasons For Not Accepting A Counter Offer - Netsoft
Where is the money for the counter offer coming from? Is it your next Statistics show that if you accept a counter offer, the probability of voluntarily leaving in six
[PDF] Are Counter- Offers Worth It For An Employer? By Eileen - CRG
For those who haven't had the pleasure of experiencing a counter offer, it is one of the Wall Street Journal, over 50 percent of individuals receiving counter- offers after statistics, many companies have policies against making counter offers
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1412_6Are_Counter_Offers_Worth_It_doc_4.pdf Are Counter- Offers Worth It For An Employer?
By Eileen Levitt
The Vault
For those who haven't had the pleasure of experiencing a counter offer, it is one of the most common
scenarios played out today to keep an existing employee from leaving for a new employer. Counteroffers come in all shapes and sizes - ranging from offers of more money to title promotions, to leased
cars and other benefits.The idea is basic: companies entice departing employees by offering ups and extras. They often tempt
the individual with an offer of a promotion, or prey upon their insecurity (ex. fear of the unknown,
feelings of guilt, etc.) by making a more emotional appeal. The conversation can open with anythingfrom, "How much will it take to get you to stay?" to "We haven't given you the recognition you deserve,
please give us another chance." The present employer will then come up with promises that are seemingly lined with gold. Are they? And furthermore, should employers use them?In a survey done by the Wall Street Journal, over 50 percent of individuals receiving counter-offers after
turning in their resignations accepted them. Within eighteen months, 93 percent of those acceptingcounter offers had left, some voluntarily and some fired. All of the remaining 7 percent were actively
seeking new employment. All in all, the reasons the employee had for searching for new employment in
the first place do not go away just because they received more money or a promotion.Given these alarming statistics, many companies have policies against making counter offers. A national
survey recently conducted by The HR Team, Inc. of human resources executives (at companies withmore than 50 employees) found that less than 20 percent of respondents even make counter offers. For
the minority that does make counter offers, the criteria is dependent upon: the employee's contribution
to the company, the value of the employee, the skills of the employee, the position, and the employee's
previous performance. The HR Team survey also found that less than 5 percent of the HR professionals surveyed even keepstatistics on counter offers. For those that do, the counter offers are geared toward specialty jobs that
would be difficult to fill.Even when counter offers are successful in keeping the employee at your company, it is not necessarily
for the best. For example, when it is time to deal with promotions, an employer has to decide whether
they are comfortable giving more responsibility to an employee who has once expressed a desire to leave. Also, whatever caused the employee to start looking for another job in the first place will probably not disappear forever.So, the next time an employee gives you their resignation and you're tempted to make a counter offer,
think twice. Can that employees issues really be addressed with money or perks? www.crg-search.com