Comments on: Should an employee accept a counter-offer post resignation? https://www.hrkatha.com/features/point-of-view/should-an-employee-accept-a-counter-offer-post-resignation/ Wed, 30 Jan 2019 19:13:02 +0000 hourly 1 https://wordpress.org/?v=6.5.3 By: Pavan R Chawla https://www.hrkatha.com/features/point-of-view/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1851 Fri, 06 Oct 2017 06:21:29 +0000 http://whatsuplife.in/hrka/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1851 I am shocked that nobody — the HR professionals AND the editorial intro to this story — has bothered to stop and consider the ethical aspect of the situation. One would assume that most resignations are put in after the employee has accepted another job offer. Which, incidentally, involves much hard work and process by the future employer. What happens to integrity of the employee who uses an offer letter just to up her/his package in the current organization?
Crazy. Is this what individual behaviour and HR consultancy have come to? There is one single-word answer to the question that’s had éxperts’ beat circular furrows: Never.

]]> By: B.S.N.MURTHY https://www.hrkatha.com/features/point-of-view/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1850 Fri, 29 Sep 2017 09:36:33 +0000 http://whatsuplife.in/hrka/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1850 At times giving counter offers to the employees who have made up their mind to quit the organisation may help the organisation initially for few months, but in the long run it may not work effectively and also leads to indifferences between the colleagues and immediate bosses and also similar grade employees in other departments. Morale will be decreased and productivity may reduce in a phased manner. Leads to frustration and other team members may not be willing to extend their full support and cooperation. If at all any such offers has to be given same can be extended much before submitting resignation or during appraisal exercises so that other team members will not know what has happened. It is always better to retain good talents with in the organisation as it is very difficult to source similar talented hands and also to train them upon joining is also very time consuming and lengthy process.

]]> By: kshantaram https://www.hrkatha.com/features/point-of-view/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1849 Fri, 29 Sep 2017 09:30:46 +0000 http://whatsuplife.in/hrka/should-an-employee-accept-a-counter-offer-post-resignation/#comment-1849 Talent be recognised appropriately and timely with compatible role, designation, salary and perks by organisations not to resort to counter-offers;
at the time of recruitment, confirmation, at the time of annual increments, successful completion of a successful project, when taking up higher role and charge; not behaving stingy, benchmarking within and withou,t without the performing employee having to negotiate for salary.

While greedy employees sans vision, values, competencies, stability, negotiating attitude be allowed to go, not allowing one apple to spoil the other apples, setting a wrong precedent, for others to follow, receiving many more such requests and recommendations.

HODs/Sr Managers need to be instructed by management to take things in stride and not forward meek recommendations to please their subordinates, and at times looking for upgradation of their own salaries in the guise of recommending for subordinates during interviews and at other times.

Streamlining organisation structure, salary benchmarks, reward and promotion policies once for all in a rational manner based on the competition, capacity to pay, and other strategic factors – reviewed now and then, and every year in contemporary times, which a company like KOEL has been doing it way back since pre-1993 days.

best regards,

kshantaram

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