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Thank you all for giving your views..
I am in agreement with Mr. Zafar. As leaders we should try to make employees motivated and happy to work for us. But, if someone leaves for a higher salary then we should let him go. In my view if we give a counter offer and try to retain him, he may do the same just to raise his salary again. And moreover, this become an example for others because such instances won't be secret anymore...Once the person chooses to leave the company for higher career opportunities, or higher salary we should wish the person good luck and let him go..Importantly, Leaders/managers should anticipate such cases and get ready to face them by growing back-ups for key positions..Also, we have to work with HR periodically to check whether our salary structure is competitive as per the market (If current salary ranges of company are significantly low per the market, I would raise it as a critical issue to senior management and continue to push to adjust the salaries to match the market during the perfomance appraisal cycle)..
NO SIR,,,,, I TAKE IT MOSTLY NOT ALWAYS AS BLACK MAILING TACTICS FROM EITHER SIDE,,, IF YOU OFFER HIM SOMETHING BETTER TO GET BACK ON POSITION AND HE CHEW THAT FOR INSTANCE ,, COMPANY CAN GO TO ITS PREVIOUS POSTION AFTER ONE ,TWO MONTHS WHEN HE LOST HIS BETTER OPPURTUNITY ,,, LIKEWISE EMPLOYEE CAN ALSO USE THAT STRATEGY AGAIN TO GIVE MANAGEMENT TUFF TIME........... MY POINT ON THIS IS THAT IF SOME ONE WANT TO LEAVE YOU......... LET HIM GO,,,, ITS ALWAYS BETTER FOR BOTH SIDES......... GOOD DAY
In my opinion it shold be discouraged unless the employee is extremely valuable for the company. Because this will encourage other employees to look for other job while working with the company. Moreover, there will be a rising trend of employees bargaining by having a better offer.
If we look for company side, Yes companies do but in very very rare case for those employees who has been the back bone of the company, rest today companies also do not care about employees becasue if One go another100 are waiting to come.
AND REST I AM AGREED TO ZAFAR
No, bescause:
1. They would expose your weeknesses to your competetors hence leading to loss of market and
2. They would use it as and opportunity to explore and exploit you remaining employees.
That he accepts to leave you, I believe you have a problem with your personnel loyalty policies unless he has his own reasons (moving to another region, health,...).
Normally, I won't go for it, If he wants to leave for the money, let him go. If you don't there is a big chance that he will come again after two months with the same story in addition to his colleagues who will try to do the same.
The problem is when he has some experiences that you need and can't find somewhere else. This is also a problem of your policy. Every employee should not be irreplaceable.
Anyhow, if you that you must give him a counter offer, do it combined with a (big) challenge. So he will know that the raise is because of this challenge.
It depends on the situation. If the staff is valuable that means there has no alternative, then company go for counter offer.
It depends. If the employee gave an irrevocable resignation then no, the company must not give a counter offer. However, for any other reason, yes it is always a good decision to make a counter offer for the purpose of retaining the employee.
Yes, this is one of a strategy than company or a business could use in orther to retain their best employees.
AGREED WITH BOTH ANSWERS GIVEN BY Mr.:ARINJAY & Mr.:ZAFAR TOO
Giving coutner offer is not a good practice as other team members will try to do same excercise and the employer become under pressure. However, it depents on the position and his essentiality for the employer, if the employee is essential and experienced well to move forward with employer's business, then there not need to be worried about making a counter offer to keep him on that position.
