Counteroffers: Should You Accept Them When Resigning?

Usually, a candidate should be very cautious about accepting a counteroffer from their current employer. In many cases, the reasons that prompted the resignation haven't actually changed—they've only been temporarily addressed with more money.

Why candidates should think twice:

1. The underlying problem may remain

   
   

   If the reason for leaving was lack of advancement, poor management, culture, workload, or lack of recognition, a salary increase doesn't necessarily solve it.

2. The employer now knows you were willing to leave

   
   

   Even if the company says everything is fine, the relationship can change. Management may view the employee as a flight risk, particularly when promotions, layoffs, or desirable assignments are considered.

3. The counteroffer can be reactive

   
   

   Companies sometimes make counteroffers because replacing someone is expensive and disruptive. That doesn't necessarily mean they have suddenly changed their long-term view of the employee.

4. More money isn't always the real objective

   
   

   Candidates should ask themselves: If my current employer had offered me this compensation six months ago, would I still have wanted to leave? If the answer is yes, the counteroffer probably isn't solving the real issue.

Of course, there are exceptions. Sometimes accepting a counteroffer might make sense. A counteroffer deserves serious consideration if:

• Compensation was genuinely the primary (“only”) reason for leaving.

• The employer addresses the underlying issue, not just salary.

• There is a specific, written commitment regarding promotion, title, responsibilities, reporting structure, or other changes.

• The candidate has a strong relationship with management and truly wants to stay.

A question candidates should ask themselves before considering accepting a counteroffer is: "What has fundamentally changed, other than the money?"  If the answer is "nothing," the candidate probably shouldn't accept the counteroffer. The decision should be based on where the candidate wants their career to be 2 - 3 years from now, not simply on what the current employer offers after receiving a resignation.

Good Luck, and Happy Hunting!