VIDEO: Join the conversation about counteroffers with Kristie Stern and Kate Ziek here.
In today’s labor market, counteroffers have become more common and more layered. As organizations work to retain valued team members in a competitive landscape, responding to a resignation with an improved offer can seem like a practical solution. For candidates, it may feel validating to receive one, especially when it comes with a raise or new title. But the decision is rarely simple.
A counteroffer can be a sign of your importance to the team, but it also presents an opportunity to pause and reflect. More professionals today are looking beyond the numbers. They are considering whether the role still aligns with their goals, values, and long-term development.
For individuals navigating a counteroffer, it can be helpful to ask:
• What prompted this offer now?
• Does it address the reasons I considered leaving?
• Will this move support my growth over the long term?
From an employer perspective, counteroffers can serve as a short-term solution, but they are not a substitute for strong retention strategies. Creating clear career pathways, maintaining open communication, and investing in employee development are more sustainable ways to retain top talent.
In a market that values trust, clarity, and shared purpose, the most successful outcomes come from thoughtful conversations and long-term alignment, not just reactive decisions.
Whether you are weighing a counteroffer or crafting one, we can help you see the full picture. Our team brings decades of experience helping leaders make confident, well-informed decisions about talent, growth, and long-term fit.
