The Employee Engagement Network

It may not be the in thing in these times of recession Circa 2009... But we all know that it was common to have employees come back to the management with a decision to exit owing to a higher compensation.... and the management, through HR comes back to the employee with a more attractive compensation and other employee retention tools....

I have heard a few cases then and even now, where the line/function commits something to the employee, and once the employee concurs, and almost decides to stay back, HR ups the ante and says that it was not privy to the decision.... and the candidate is at a loss morally, and monetarily too....

Looking at this, guess candidates need to be clear if they will stay or leave come what may.... and not tread in ambiguity, screwing up their career and stature both with the present employer and the future employer too......

What would all of you think of this? Please feel free to opine. Thanks

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Tags: counter-offers, retention

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Comment by Nick McCormick on June 18, 2009 at 11:32pm
I don't like to make counter offers. A counter offer basically says, "I've been under paying you all this time, but now that you are threatening to leave, I'll start paying you what you're worth." How good can the employee feel about that? Not a good message to send to the other team members either.

Pay people a fair wage for their contributions and provide an environment where they can learn and grow. If they still choose to jump for more money, so be it.

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