Ask any experienced construction recruiter and they will tell you that accepting a counteroffer is a common mistake made by many candidates in the hiring process. They can be very tempting to consider. Although a typical counteroffer will probably include some sort of financial incentive; it’s often little more than an employment maneuver that benefits the employer more than the employee. There’s also very little compromise involved with this tactic.
Counteroffer = Career Suicide
Stating that a counteroffer is the equivalent of career suicide might seem like an exaggeration to many people working in construction. If you’ve already provided your current employer with a notice of resignation, then it’s often standard operating procedure for them to initiate a counteroffer. They’ll be confronted with the pressure of an impending loss and be forced to either:
- Throw money at the problem.
- Make promises about promotions.
- Attempt to change everything that caused you angst.
- All of the above
Taking a counteroffer can be a disaster for the candidate, because in many cases, it is nothing more than a stall tactic that is being used by employers to buy more time to find a suitable replacement for you. Those candidates that back out of their
commitments to prospective employers stand to lose all the respect from the leadership at those firms. Considering counteroffers can tarnish an employee’s reputation considerably in a variety of ways, and reputation is arguably the most valuable asset among candidates when it comes to searching for construction careers.
- Loyalty to the company’s mission will be under constant scrutiny. This can impact future promotions.
- Paranoia sets in between employers and employees. Both parties become suspicious of each other’s intentions.
- Employees that accept counteroffers are seen as a flight risks. Statistics say ninety percent plus of people who accept a counteroffer are no longer with the company within a year after acceptance because promises were not kept or they were let go.
A Better Offense
Since a counteroffer is a defensive strategy that companies use as a last resort to keep employees on their payroll, employees need to remain focused on what’s best for themselves. According to CareerJournal.com, counteroffers are lose-lose propositions that should be avoided entirely. Here are some of their tips to consider when a counteroffer is on the table.
- Don’t allow a counteroffer discussion to occur. Most companies will attempt to entice current employees to stay only because it will cost them more to hire and train new hires.
- Take an active part in your own career management. Maintain a steady course regarding your career progression.
- Submit a courteous, yet final resignation letter. Accept the new role but leave on amicable terms so that there may be an option of re-employment with the current company down the road.