MORE MONEY, SAME PROBLEMS
In the fight to hold onto top talent, many companies are offering
higher salaries to workers who announce they’re planning to quit
for a better job opportunity. But new research from global staffing
firm Robert Half suggests this method serves only as a stop-gap
retention strategy for employers and isn’t a long-term career solu-tion
for employees. The findings show staff members who accept
counteroffers typically end up leaving the company in less than
two years.
Of the leaders who extend counteroffers, the primary reason
they do so, according to the survey, is to prevent the loss of institu-tional
knowledge followed by not wanting to spend time or money
hiring a replacement.
“Counteroffers are often a short-sighted retention strategy that
typically fail to address the main reasons an employee decided to
resign,” said Greg Scileppi, president of Robert Half, international
staffing operations. “Money alone doesn’t solve issues like limited
opportunity for professional development or a poor fit with the
corporate culture. Before accepting a counteroffer, workers need
to carefully evaluate whether a higher salary in the same role will
keep them satisfied long-term or if taking another offer elsewhere
will ultimately allow for greater career growth and advancement.”
Robert Half offers workers the following advice when consider-ing
a career move:
■■ Create a list of reasons for potentially leaving your current
job. Ask yourself if the issues can be resolved with help from
your manager or employer before giving notice. If you want to
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