“By Naphtali Hoff, SmartBrief”
Category: Job Change
“By Dawn Wotapka, of JournalofAccountancy.com”
You’ve survived the grueling job interview process and received a job offer. Now comes the really hard part: Dealing with your current employer.
What’s the best course of action if you are a little unsure about this new opportunity or if your current boss counters with a competing offer? Here’s advice on how to navigate the delicate process of (potentially) leaving your job.
It might be tempting, but don’t jump at the new offer immediately. Let the person offering know that you’re really excited about the opportunity, but you need a couple of days to think about it, suggests Lisa Phalen, a Phoenix-based leadership coach. Ask the person when you can get back to him or her. You’ll usually be given a few days.
Delivering the news
Next, request an in-person meeting with your supervisor (or ask to meet over the phone if you work remotely) and begin rehearsing what you want to say. This is not a conversation for email. If you know you’re done with the position, firmly but politely tell the employer you’re leaving.
But, if you’re open to a counteroffer, Phalen suggested starting out positive and saying something like: “I wasn’t necessarily actively looking, but something came my way. As much as I like working here, and as much as I like A, B, and C, it was a significant opportunity. This other company offered me [insert reason, such as work at home, increased pay, etc.]. That is what attracted me to this other position.”
This launches a delicate dance for both sides. First, you should be prepared to learn that your current employer is fine with your exit. “If you’re going to go in and tell someone you’ve got an offer, you better be prepared to really leave,” Phalen advised.
But your company also could come back with a counteroffer that matches or slightly improves upon the offer you got from the (potential) new employer. It’s often worth it for employers to spend a bit more money to keep an existing employee. Companies can spend as much as 150% of a role’s salary to fill it because of recruiting costs, lost productivity, signing bonuses, and the cost of training a new employee, Phalen said.
Will you get a counteroffer?
The likelihood that you’ll receive a counteroffer depends on your value, your reputation and performance, and the economy. During the recession, counteroffers were less likely as companies looked to shave employee count. These days, “it’s just a feeding frenzy,” said Bradford Hall, CPA, managing director of Hall & Co. in Irvine, Calif. “I don’t think I’ve ever seen it this bad in 35 years of recruiting. To keep people today, you better give them everything you’ve got and treat them like they’re part of your family. If you don’t, they’re history.”
Hall said his firm hates to lose the knowledge of its key staff, so it generally extends counteroffers, but there are times when it is in the employee’s best interest to take the new job.
Your position also matters, said Casey Alseika, who works in accounting and finance recruiting at the WatsonBarron Group. Accountants are seeing more counteroffers, particularly in tough-to-fill roles involving technical knowledge such as internal auditing, accounting policy, and SEC reporting. Such jobs involve a “specific skill set,” he said, making it harder “for somebody to step into the role.”
Should you take the counteroffer?
Deciding whether or not to accept a counteroffer involves a careful thought process. First, avoid getting nostalgic and fearing that you’re leaving your current firm in a tough spot. Remember: Everyone can be replaced. Save the tears for later and think about why you’re leaving. If extra money will keep you happy, the decision is easy.
But, more often, money is far from the only issue. Is the new role a bigger challenge that your current job can’t match? Or does it offer more work/life balance, help you escape a bad boss, or shorten a lengthy commute? Such issues are unlikely to change.
“If you were unhappy with that job to begin with, and it wasn’t solely because of the lack of flexibility or the salary, those conditions are going to persevere,” said Joni Holderman, a career coach and résumé writer in Myrtle Beach, S.C.
If you decide to stay, get any new promises in writing and be prepared to work harder to show the extra money and perks are worth it. But be aware that you could be less happy down the road. It’s common for things to get better for three to six months, then slowly revert back to the way they were, Alseika said.
If you do decide to go, make sure you leave on good terms. You may want to use that employer as a reference down the road—and you may even want to work there again. “You’ve got to say, ‘I will stay as long as you need me.’ Finish everything you’ve got going,” said Hall, who has rehired former employees. Do that, he said, and “the door will always be open.”
“By Sarah Socha, a LinkedIn Contributor”
As head hunters we deal with both passive and active candidates.
Recently I analysed some active candidates. What made them active? What makes them actually want to leave their job?
To answer these questions I ran a survey of over active 100 senior IT sales candidates to find out. Here are my results…
So why are IT sales professionals quitting their jobs? The number one reason for IT Sales people leaving jobs right now is because they are in need of a new challenge (19%).
The common theme when speaking to active candidates is that they want a new job with more excitement, more passion and more scope to learn.
The third biggest reason for leaving was ‘career advancement’. Glass ceilings are a big ‘no-no’ for ambitious IT sales people.
I believe that these results show how important it is to ensure that IT sales people are truly challenged in their role and that they understand where their role is headed. Sales managers, ignore this at your peril!
Money is becoming an even bigger motivator
When we last ran this survey in 2013 money was the 4th most popular reason for leaving. Now it’s the 2nd, with 15% of candidates now leaving due to issues with their basic or commission.
I think this is a clear sign that market conditions have improved. IT Sales people know that there are lots of jobs out there, lots of demand and their sense of worth is increasing…
Reasons to be cheerful
Happily, our bottom two reasons for leaving were job security and redundancy, again showing buoyancy in the market. These results wouldn’t have looked like this in 2008! I think the fact that job security scores so low is no surprise whatsoever. We are dealing with highly confident successful individuals, more concerned about improving their position than losing their job.
My advice to sales managers based on these results
My survey clearly shows that sales people need to be in a role that challenges them and they need to know where it is headed. More people quit for a new challenge over money but candidates are getting more savvy and money motivated than ever.
To guard against IT Sales people leaving I would advise that sales managers ensure that goals are clearly aligned and that your IT Sales person knows what their career development plan is from the outset.
It is also clear that salespeople will walk if they feel they’re not earning enough. I still speak to some sales managers who try and scrimp on salary, who think that it is some sort of post-recession ‘buyer’s market’.
I know first-hand that the IT Sales jobs market is red hot, meaning if you don’t pay them what they are worth, someone else will.
New challenge – 19%
Money & commission – 15%
Career advancement – 12%
Direction of company – 11%
Unhappy with role – 10%
Miss-sold role – 9%
Management relations – 6%
Made redundant – 6%
Product – 3%
Job security – 2%
“by Karaoulanis Andreas, https://www.linkedin.com”