261–270 of 369 posts
SVP:Is Joe Blow good?
Me: yes. Critical
SVP: why?
Me: runs acqusition system. Only one that knows it. Smart too
SVP: thanks.
-- I left with my escort and called my boss. "What was that about?" said Joe quit and his salary request to stay needed Executive approval. So SVP asked to talk to someone who directs his work (me).
Counteroffers are poison for both the employee and the company. The employee now knows that he could have gotten the same thing the employer is now offering before the counteroffer. The employer knows that the employee is spending a non-trivial amount of time to interview and talk to other employers. I agree there should be no trust here, but we are conditioned to think that there should be. Exceptions aside (and you…
Its not always about shafting an individual so much as managing the entire business.
This can also be wholly subjective to the company, culture, boss, and employee.
Five letters: BATNA What is your best alternative to a negotiated agreement? In any negotiation, with any party, your strength lies in your ability to walk away. If a vendor isn't offering you the product, or features, or price, you want, then having the alternative to walk elsewhere gives you strength. It's what lies at the foundation of the concept of a competitive market (though there are other elements as well, m…
The money is a symptom. Even if your current employer counteroffers, the fact that you got them to cough up the extra dough doesn't change the fact that they didn't value you enough to retain you with it in the first place.
If money/title/growth/etc. are important, and you've made it clear to your manager sufficiently, and they still don't act: go. The counteroffer won't change the underlying dynamic, and its other symptoms will continue to manifest.
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Uh, no. We in the industry make a lot of value and as such, we should have no compulsion about trying to capture as much of that value as possible. This is a business relationship. I'm not going to be satisfied earning less than my market value just so another party can make a larger profit.
And you wonder why people in hot housing markets like in Portland really hate the new wave of tech transplants.
A) Tell the company; "I'll split the profit with you."
B) Tell the company; "I'm an honest days work for an honest days pay kinda guy. You keep all that extra value."
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My recruiter practically broke down in tears when I accepted a counteroffer in 2013. Counteroffers can be great tools to increase your salary, whether you accept or reject them. In my case it was purely about money. I was making $117k and I wanted a raise, but the company only wanted to give options. If it were an early stage Google or Uber, I'd go for it, but not this company. I wanted cash. They played the old "not…
I, too, have had good results accepting a counteroffer. The problem was pay; I got two offers and asked for more pay; they fixed it (40% salary raise and much better bonuses). This was probably 4 years ago; I'm coming up on 6 years with this employer. Not everyone who accepts counters leaves immediately.
That's my experience anyway.
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My recruiter practically broke down in tears when I accepted a counteroffer in 2013. Counteroffers can be great tools to increase your salary, whether you accept or reject them. In my case it was purely about money. I was making $117k and I wanted a raise, but the company only wanted to give options. If it were an early stage Google or Uber, I'd go for it, but not this company. I wanted cash. They played the old "not…
I worked at a savings and loan back during the 1988/1989 crisis that took them out and we were no different. Hired as a 'C' programmer I was quickly turned into a Sybase DBA, sys-admin and anything else I could handle. In fact I ended up writing an in-house payroll system so like you I had inside information. When the sys-admin left I asked for a raise since I was doing his job and my own. They made some excuses abou…
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Out of interest, why didn't you counter the counteroffer at $140k? Realistically, you could've probably gotten $150-155k on the spot, right there. They basically just showed their hand telling they want/need you to stay.
I don't know that it really works that way. At least in my experience, salaries are not generally set by an individual, but require multiple approvals. If they had a prepared counteroffer for $140k, it's not likely that he could've just gotten under the manager's skin and had it amped up to 160k without requiring the manager to go back through the approval process.
They won't tell you what this higher number is under any normal circumstances, and may lie about it, but it probably exists.
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Also a recruiter and was about to write an identical comment, so thankyou
Good to hear. Most recruiters stick to the "counteroffers are bad" script pretty closely in all the articles they post. It's just dishonest and makes us all look bad.
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Which is ok. Every paycheck is a renewed offer to stay. Every employee should periodically reevaluate their employment deal, and survey whether a better deal is available. Folks like to throw in 'loyalty' and 'responsibility' here. But I've never seen a company mention those things at layoff time. It has to be a two-way street. And even if a company does try to be 'loyal' to employees by renegotiating terms during ec…
I guess my point was for those people they ended up with a much better third option by accepting our counter offer. If they had said no to our counter offer they would have been worse off.