Should you give a counteroffer to an employee who plans to quit?

You dread that second when one in every of your folks schedules a assembly to inform you that they’ve simply accepted a job some place else. As a supervisor, you really feel rejected, perhaps even deserted, and now have one other downside in your arms—an empty place, a new individual to rent and onboard, misplaced enterprise. The struggle in you comes out, and you would possibly marvel what you can do to make them keep, and you attain for the counteroffer. So the query stands: Should you provide more cash?

The fact is, analysis exhibits this line of considering is flawed. As summarized in a latest Cornell College research paper: “The vast majority of staff who settle for counteroffers turnover throughout the following 6 to 24 months. Counteroffers are a short-term repair when corporations want a long-term answer.”  The reality is, the individual leaving has already emotionally and mentally “left the constructing.” It’s probably too late to save the connection.

But when shopping for their retention isn’t the answer, what’s? In an unstable expertise market, the place staff leaving has reached an all-time excessive, this simply provides to your personal nervousness and the panic. So, what ought to the counteroffer really be?


Make it in regards to the relationship—not the cash. These 4 relationship-building suggestions will assist you lead with the power to worth your folks whereas they’re with you and assist their evolution when it’s time to transfer on. Embrace the counterintuitive right here, and take these steps to keep in relationship together with your folks whereas they’re leaving:

Managers, you’re answerable for setting the tone

When somebody resigns, it may possibly really feel like rejection and that may ship you to a place of judgment—and that is when you would possibly start to make issues up, creating tales about that individual, making them “unsuitable.” Generally this will ship you to a place of vilifying them—and wreck what had been a good working relationship. That is a step to keep away from. As a substitute, it’s up to you to stand in a perspective that may serve you and this relationship. Some relationships want to finish as a result of they not serve one or each events. So, what is important right here for you? What do you need to maintain on to, what are you grateful for? And what are you prepared to let go of?

Take a pause to spend money on wholesome, lasting relationships

Tenure is fleeting and careers are lengthy. Pause right here to step again to have a look at the larger image. This isn’t essentially a breakup. In far too many office settings, when persons are prepared to transfer on, we make this the tip of the connection, and it doesn’t have to be that means.

Take into account that wholesome relationships undergo many transitions and final for the lengthy haul. So, how do you need to be as you are each evolving to totally different locations? This individual could come again round and work with you in your subsequent work scenario. Or you could get a job of their new scenario. Who is aware of? So, pause. What does closure appear like? And closure doesn’t imply the tip, it’s simply what the present circumstances appear like.

Don’t take it personally

We get that the analysis says it’s all about you. That individuals depart due to their managers. But it surely’s typically extra to a employee’s rationale.

Take into account for a second, what if their resolution has nothing to do with you? As a substitute, their leaving has all the things to do with them and what they want proper now. So, get unhooked in order that you don’t take their leaving personally. Do what you want to do to turn into grounded with this individual and see their scenario from their perspective. The antidote to judgment is curiosity. Relatively than feeling judgmental about them and why they’re leaving, what are you interested by? What questions do you have? How can you be taught from this?  It might need one thing to do with you, and it won’t. Present a protected house for them to share their expertise together with your firm and their causes for leaving as you hear with out judgment. There could be some nuggets on this dialog that may make you higher. This could be about your studying as a lot as theirs.


Take time to rejoice and acknowledge departing staff

Leaders oftentimes don’t rejoice the accomplishments of their folks sufficient. As a supervisor, take into account how this individual has contributed to the success of the group, division, or firm. How have they helped you? What qualities past the doing of their job do you need to acknowledge? It could be a can-do angle or their group spirit or that you might at all times rely on them for fill-in-the-blank. And we expect it’s okay to be emotional. It’s probably you spend extra time at work together with your fellow colleagues and workmates than you do together with your family members. So don’t really feel delay by feelings and let your coworkers understand how a lot they imply to you and the way a lot you will miss them.

It’s apparent cash is necessary to folks. So, make it possible for you are being aggressive available in the market and paying folks pretty. That is a vital first step to retaining your staff. And if somebody does stroll into your workplace to inform you they’re leaving, take into account this a reward. It could be a sign that one thing is unsuitable—or perhaps by no means. Your departing employee may very well be shifting nearer to household or into one other self-discipline altogether or needing to be at residence to provide much-needed stability in these unsure occasions.

Both means, you are promoting your self and the connection quick if you simply make it about what you pay. Deal with your staff like people. Keep a relationship together with your staff by getting private and empathetic. Due to this fact, attempt asking with out judgment and from a place of pure curiosity. Since sure, this individual is leaving, however what they inform you would possibly assist you retain the remainder of your group.

Debbie Cohen and Kate Roeske-Zummer are the cofounders of HumanityWorks, a management improvement group that focuses on rising productiveness by embracing humanity at work. They’re the coauthors of Humanity Works Better: 5 Practices to Lead with Awareness, Choice, and the Courage to Change.