Posted on: November 2019 Colin Higgins
An employer’s worst nightmare is getting a surprise resignation from a high-performing ‘Rock Star’ employee who will be tough to replace.
Research from recruiter Robert Half has found that 58% of senior managers across finance, tech, legal and marketing will extend a counter-offer to leaving employees to keep them from moving to another role and continue adding value to the business.
While this seems like a simple solution to employee retention, the reality of the counter-offer is that it is likely to lead to further problems with the employee and ultimately prove to be a waste of time and money.
This article covers the main reasons why you should reconsider offering a counter-offer to an employee who has decided to resign, and what alternatives to the counter-offer are available to help you solve long-term issues rather than finding quick-fix solutions.