You're considering a counteroffer from your company. How do you decide if it's worth staying?

When an employee is dissatisfied—whether due to their manager, pay, or the company—they often look for opportunities elsewhere. In many cases, their current employer will make a counteroffer to retain them. It’s crucial to take a step back and consider the bigger picture. Why are you suddenly important to the company? Would you have received a promotion if you hadn’t considered leaving? Understand your WHY, and follow it.

𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫 𝐚𝐬𝐩𝐞𝐜𝐭𝐬 𝐢𝐧𝐜𝐥𝐮𝐝𝐢𝐧𝐠 𝐚 𝐩𝐚𝐲 𝐫𝐚𝐢𝐬𝐞, 𝐩𝐞𝐫𝐤𝐬, 𝐜𝐡𝐚𝐧𝐜𝐞𝐬 𝐟𝐨𝐫 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐚𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭, 𝐚𝐧𝐝 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐮𝐩𝐠𝐫𝐚𝐝𝐞𝐬 𝐰𝐡𝐞𝐧 𝐚𝐧𝐚𝐥𝐲𝐳𝐢𝐧𝐠 𝐚 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐨𝐟𝐟𝐞𝐫. Take into account your long-term goals, the stability of the business, and the reliability of any promises you make. Consider whether the counteroffer answers your initial motivations for looking for new chances and whether sticking with your current path will help you achieve your career goals.

A counteroffer can be a very attractive option, but I would caution candidates against choosing it for several reasons. Firstly, a counteroffer shows that the company values your work, but they were content with paying you less. Secondly, a counteroffer helps the company more by preventing problems due to the candidate's departure and buying time to find a replacement, rather than benefiting the candidate. Thirdly, very often the promises made to the candidate during a counteroffer are not fulfilled. There is also data suggesting that candidates who accept counteroffers most often leave the company after 6-12 months.

If your counter offer includes removing all those factors that influenced you to look elsewhere and reduces the Sunday night anxiety you may have been feeling, then I would advise you accept it as your employer have listened to you and tailored a solution that works well for you. You matter to them. If the offer only demonstrates a one dimensional, short term solution to all of your issues then it is probably better to move on.

Look closely at what the counteroffer entails. Does it include just a salary increase, or are there other benefits and improvements? Consider aspects like additional responsibilities, job title changes, or promises for future growth. Evaluate if these changes align with your long-term career goals and whether they genuinely improve your situation. A counteroffer that doesn't address your key concerns might only be a temporary fix.

Compare the counteroffer with the new job opportunity. List the pros and cons of staying versus leaving. Consider factors like company stability, career advancement prospects, work environment, and benefits. Weigh how each option aligns with your personal and professional goals. Sometimes, the allure of a higher salary might overshadow better long-term opportunities at the new job.

Assess your company’s commitment to the changes promised in the counteroffer. Talk to your manager or HR to understand how they plan to implement these changes and over what timeline. Evaluate whether these promises seem realistic and if the company has a history of following through. A counteroffer might seem attractive initially, but without genuine commitment, it might not bring lasting satisfaction.

Consider the future prospects of both your current company and the new opportunity. Which one offers better long-term career growth? Think about the stability and reputation of each company in the industry. Consider where you see yourself in five years and which option better aligns with that vision. Future growth and development opportunities can be more valuable than immediate financial gains.

Trust your instincts when making the final decision. Reflect on how you feel about staying at your current job versus starting anew. Sometimes, gut feelings can provide valuable insights into what will ultimately make you happier and more fulfilled. If you feel a sense of relief and excitement about moving on, that might be a sign that it’s time to take the new opportunity.

Trust your instincts. If you've mentally disengaged from your current role, it may be challenging to rekindle your enthusiasm and commitment, even with an increase in compensation and a promise for better role. You checked out from this role for a reason already, revisit your reasoning again.

Deciding on a counteroffer involves weighing multiple factors. Assess the offer's financial benefits, job satisfaction, and growth opportunities. Consider the reasons you sought other opportunities—will they be addressed? Reflect on your company's culture, values, and your long-term career goals. Speak with trusted mentors or peers for perspective. Ensure the counteroffer isn't just a temporary fix but aligns with your professional aspirations and personal well-being. Ultimately, trust your instincts and choose the path that feels right for your career trajectory.

Consider discussing your decision with trusted mentors, colleagues, or family members. They can offer different perspectives and help you think through your options more thoroughly. Also, think about the potential impact on your professional reputation. Accepting a counteroffer might make future employers question your commitment. Finally, remember that job satisfaction is multifaceted, involving more than just salary. Weigh all aspects carefully to make an informed decision that supports your overall well-being and career aspirations.

The simplest answer from my experience is to not accept the counter offer if it comes after you have received an offer letter. Assuming you originally asked your current employer for a raise or applied for a promotion/open position for which you have been doing the work. If a company can only find the means to accommodate a reasonable request when you have already done the work to secure it for yourself elsewhere, then they don’t value you and will likely spend the time you remain under the counter offer trying to find your replacement and making you obsolete.