Counter-offers will be become more common as the economy heats up and talent shortages bite.
There are good psychological reasons for not taking them.
In today’s tightening job market, counter-offers are becoming increasingly common. When top talent gives notice, employers often scramble to retain them—offering more money, better benefits, or new roles. But as flattering as these offers may seem, they usually don’t address the deeper issues that led you to consider leaving in the first place. From broken promises to poor leadership, those underlying reasons tend to resurface within months. The vast majority of people who accept a counter-offer find themselves job hunting again within a year.
If you’re faced with a counter-offer, the best response is to stay focused on the opportunity you're moving toward, not what you’re leaving behind. Emphasizing your excitement for the new role helps prevent managers from negotiating emotionally or dangling incentives that may cloud your decision. If pressured, calmly and repeatedly express your enthusiasm for your new direction. This approach keeps the conversation professional and reinforces that your decision is about growth, not grievance.
And under no circumstances should you interview elsewhere just to trigger a counter-offer from your current employer. It’s unethical, unprofessional, and often backfires. Even if it seems to “work” short term, it damages trust with your boss and colleagues—and you’ll likely end up just as dissatisfied, only with a bruised reputation. Counter-offers might feel like a compliment, but the data—and countless recruiter stories—show they rarely solve the real problem. Want to know why it’s so tempting, and how to handle it gracefully? Listen to this audio chapter of The Interviewing Series to hear more.
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