So, you have finally resigned, there could be many reasons for your resignation like Salary, Work Pressure, Family/Personal Reasons, Relations with your reporting manager/colleagues, etc.
But it was a decision you took and not the company.
Remember, every company while hiring makes sure that they hire the best out of the pool of talent that is available. They train you and then put you’re on project and assign work to you.
After resigning, getting a counter offer (Hike on current salary or Promotion) is quite common in most of the industries. It takes lot of time and money for a company to find and replace valuable staff, so unless the decision is mutual, the company will want to do what it can to retain the employee. Given today’s tough job market, who wouldn’t want to be in a situation where two companies want you?
A counter offer happens when you have accepted another employment offer and your current employer comes back with new terms in order to tempt you to stay with your current company.
Essentially, there are two types of counter offers that you might encounter:
1) Financial: When you advise, you have accepted a new job and are serving your notice, your employer presents you a counter offer with an increase in your current salary. Sometimes, if they know your new remuneration terms, their offer might match or beat this level; otherwise it could just be a ballpark guess at what salary might retain you.
2) Emotional: This is a tough one as it often relies upon your sense of loyalty. This occurs, not in the form of a formal offer, but in a reiteration of your value and sometimes suggestions or promises of better things to come in the future. Your employer might ask you to stay, with a reminder that things are going to improve at work, a promise to find new resources, an agreement to promote you as soon as possible or even an appeal to your sense of loyalty by asking you to stay with the team until a project is delivered (Most common).
What should you do? — Say NO ! !
If, on receiving your resignation, your current employer offer to increase your salary or a promotion, it is not with your best interests at heart but their own.
Now, you would say, ‘But receiving a salary increase or promotion is a sign I’m doing the right things’, you might think. ‘It suggests my boss wants to keep me on board as I’m a valuable asset’.
Well yes, you are an asset but only because it will cost more to replace you than keep you, especially if your resignation has come as a surprise or at a time when your company cannot be without resources. Boosting your salary or promoting you is a means for your HR to keep you within the organization until you become more disposable; and then usually BANG your gone!
In short, it buys them time to complete necessary short-term projects and implement the search for your replacement when it best suits them.
Of course, this isn’t to say you’ve not been valuable to your organization and they won’t be sad to see you go. If you’ve proven your worth, it is unlikely they will want to lose you. However, good bosses and hiring managers understand that people do not remain with one company all their life, and that moving on is a natural part of a career cycle. A counter-offer may be a knee-jerk reaction to the prospect of losing a valued employee, but all good organizations know that personnel change is part and parcel of running a business.
Far from being a vote of confidence, a counter-offer is the career ‘Kiss of Death’.