Post by account_disabled on Mar 16, 2024 3:39:13 GMT
The dont bother with a counterofferjust wish the person well make the transition pleasant for everyone and try to stay in touch for the future. But there are many situations in which a counteroffer can be effective. The most obvious is when the person is leaving because of a higher salary offer elsewhere. Then you have a simple choice to make can you afford to match it Consider your budget and try to do some research to figure out the employees true worth in the job market. How much would you have to pay to hire a quality replacement Its worth paying a little extra on top of that to avoid the disruption.
Expense of making a new hire. For more details on this topic see this BMB Directory previous tutorial from our HR series How to Offer Competitive Small Business Pay Benefits Andrew Blackman Feb Also keep in mind that your pay scale should be fair so if you give a large raise to one employee others may expect the same. There may also be morale problems if people feel that disloyalty is rewarded more than loyalty. And try to establish whether there are other underlying reasons beyond salary there usually are. If you dont address those the employee may leave.
A year later and your counteroffer did nothing but delay for giving raises to people who want to leave. What if the person is leaving for a different reason The good news is that counteroffers are not only about money. So you can get creative and think of ways to solve that persons problem in a way that helps them to stay with you. If theyre leaving to take care of a sick relative for example offering more money is unlikely to make a difference and it may even offend them. But your counteroffer could involve giving them more flexibility to work from home or to work different hours.
Expense of making a new hire. For more details on this topic see this BMB Directory previous tutorial from our HR series How to Offer Competitive Small Business Pay Benefits Andrew Blackman Feb Also keep in mind that your pay scale should be fair so if you give a large raise to one employee others may expect the same. There may also be morale problems if people feel that disloyalty is rewarded more than loyalty. And try to establish whether there are other underlying reasons beyond salary there usually are. If you dont address those the employee may leave.
A year later and your counteroffer did nothing but delay for giving raises to people who want to leave. What if the person is leaving for a different reason The good news is that counteroffers are not only about money. So you can get creative and think of ways to solve that persons problem in a way that helps them to stay with you. If theyre leaving to take care of a sick relative for example offering more money is unlikely to make a difference and it may even offend them. But your counteroffer could involve giving them more flexibility to work from home or to work different hours.
