Resignation & Counter Offers
Resignation and Counter Offers
It is best that your direct manager is the first person that you inform of your resignation; request a meeting with them and tell them in person both verbally and in writing. Try to arrange the meeting for a quiet time where they can exude the news.
In the meeting it is vital to maintain a professional approach, this is not an opportunity for you to air your grievances and remember that you will still need a reference. You should be clear that you are prepared to work your notice and offer to help with the handover process – be aware that some companies have a policy of asking you to leave immediately so be prepared if this is the case. During the meeting, ensure that you remain focused and professional, do not digress and do not react to anything negatively or with anger. If at any point the meeting becomes uncomfortable or you feel pressurised you should request the presence of the HR Department.
Your resignation letter should clearly state your intention to leave, refer to the notice period you need to give and give a date of your final working day. You should thank the company for the experience gained whilst in their employment and that you wish them all the best in the future. Never include your reasons and motivations for leaving in your resignation letter, you will either be dragged into a negative conversation or your employer may think it is a “cry for help” and try and overcome what they see as your “objections” in order to persuade you to stay.
If you choose to accept the offer and to resign from your current employment, you must be prepared to resist powerful, persuasive tactics which your employer can use to change your mind.
It is invariably a costly irritation for employers to recruit your replacement and often they will do everything they can to keep you. They may offer large sums of money or increased benefits, titles and promises for the future. They can also apply strong emotional and psychological pressure. It can be attractive and tempting to accept.
However, once they know you are discontented, they will regard you as a ‘problem employee’. Nationally compiled statistics show that nine out of ten people who accept counter offers have left their employment within six months, either because their employers arrange a replacement in their own time, or because the real reasons for wanting to change your job in the first place, have not gone away.
Reasons for Not Accepting a Counter Offer
You have now made your employer aware that you are unhappy. From this day on your commitment will always be in question.
When promotion time comes around, your employer will remember who is loyal and who isn’t.
When times get tough, your employer will begin the cutbacks with you.
When your employer replaces you after six months and ‘lets you go’, it’ll be harder to turn them around that it was for them to turn you around.
Accepting a counter offer is an insult to your intelligence. You didn’t know what was best for you.
Accepting a counter offer is a blow to your personal pride, knowing you were ‘bought’.
Accepting a counter offer rarely changes the factors that drove you to look for a new job in the first place.
Where is the money for the counter offer coming from? Is it your next pay rise early?
Statistics show that if you accept a counter offer, there is a ninety percent chance you will be out of the job within six months.
What type of a company do you work for if you have to threaten to resign before they give you what you’re worth?
Why didn’t they pay you that before? It was because they didn’t think you were worth it.
Why are they paying it to you now? It’s because it’s easier and cheaper for them to keep you for the time being, while they sort the problem out