Counter offers... Thoughts...
Discussion
Right, so my other half is having some trouble making a decision with a counter offer (well I say counter offer, it's a bit more complicated). I'm two minds about it, and have no idea which way to advise her.
So about 6 months ago, I took a promotion which made me move about an hour and half away. We moved, and she agreed to give it a go commuting daily, but 3 hours a day is just killing her. As a result, she's agreed to look for a new job closer to where we live. She's part of a medium sized company, but all the locations aren't near where we have moved to, so she looked for a job in the same industry, but at a different company.
To cut to the chase, she has accepted a new job 2 weeks ago doing a like for like job to what she currently does, same pay, same perks etc. but is close to home so she handed in her notice. On Monday, she received a call from one of the directors who she has worked with on occasions over the last 5 years since she joined. She met with him on Friday, and they have offered her promotion for a position which wasn't meant to be put in place until later in the year. Apparently, they have signed off a new site which will be very close to us later in the year, which she will then manage (this is like a double promotion for her).
The reason for leaving wasn't to with pay, or anything like that, just pure personal reasons due to relocation, so it's not your typical counter offer of just offering more money to stay doing the same role. She does actually love working for the company, but didn't even ask about could they transfer her as there wasn't anywhere to transfer too at the time.
Naturally, she is in two minds. I would have suggested never accept a counter offer, but I would struggle in this position as it's a different kettle of fish. My concerns though however are, a) she's accepted a new job already. It will be highly unprofessional and will burn bridges with this other company for any future opportunities and b) (although this is slightly different to just a counter offer and accepting a couple of extra thousand), but will her loyalty be questioned, and opportunities to advance later in her career be jeopardised as she has handed her notice is the past.
I am leaning towards sticking with her old employers, but just wanted to try and get some third party, impartial thoughts on the matter.
So about 6 months ago, I took a promotion which made me move about an hour and half away. We moved, and she agreed to give it a go commuting daily, but 3 hours a day is just killing her. As a result, she's agreed to look for a new job closer to where we live. She's part of a medium sized company, but all the locations aren't near where we have moved to, so she looked for a job in the same industry, but at a different company.
To cut to the chase, she has accepted a new job 2 weeks ago doing a like for like job to what she currently does, same pay, same perks etc. but is close to home so she handed in her notice. On Monday, she received a call from one of the directors who she has worked with on occasions over the last 5 years since she joined. She met with him on Friday, and they have offered her promotion for a position which wasn't meant to be put in place until later in the year. Apparently, they have signed off a new site which will be very close to us later in the year, which she will then manage (this is like a double promotion for her).
The reason for leaving wasn't to with pay, or anything like that, just pure personal reasons due to relocation, so it's not your typical counter offer of just offering more money to stay doing the same role. She does actually love working for the company, but didn't even ask about could they transfer her as there wasn't anywhere to transfer too at the time.
Naturally, she is in two minds. I would have suggested never accept a counter offer, but I would struggle in this position as it's a different kettle of fish. My concerns though however are, a) she's accepted a new job already. It will be highly unprofessional and will burn bridges with this other company for any future opportunities and b) (although this is slightly different to just a counter offer and accepting a couple of extra thousand), but will her loyalty be questioned, and opportunities to advance later in her career be jeopardised as she has handed her notice is the past.
I am leaning towards sticking with her old employers, but just wanted to try and get some third party, impartial thoughts on the matter.
I would want proof of the sign off on the new site and a new contract stating that she will be relocated. Otherwise she could get into the situation of staying and then finding out that 'the deal fell through' or something similar and she is stuck commuting again for no extra benefit.
With regards to the other company I'd explain to them as soon as possible as they can then go to the second best candidate within a reasonable time scale. She won't be the first person to have stayed with her original employer after a counter offer, just be honest with company no2 and don't string them along.
ETA - if she finds herself in this situation again then maybe talking to her employer first about her change of personal circumstances and not being able to deal with the commute it might have got her the promotion without needing to hand in her notice.
With regards to the other company I'd explain to them as soon as possible as they can then go to the second best candidate within a reasonable time scale. She won't be the first person to have stayed with her original employer after a counter offer, just be honest with company no2 and don't string them along.
ETA - if she finds herself in this situation again then maybe talking to her employer first about her change of personal circumstances and not being able to deal with the commute it might have got her the promotion without needing to hand in her notice.
Edited by Anonamoose on Saturday 26th April 23:05
A company you love working for is very hard to find. When you start a new job you can be fired for no reason other than 'it is not working out' for the first TWO years! I would stick with the old company. I would be vocal to the director that you love working for the firm and that you would love to get this opportunity to do more/relocate in the near future.
I would rescind/retract the notice and would REALLY want to make sure that you stay on the old employment contract. IANAL If your missus goes back as a new employee because she officially quits and then goes back then she may be classed as a new starter and lose some rights, i.e. may be firable with no reason for two years and lose redundancy entitlements. That said, a real life employment lawyer might opine that a company would be on a sticky wicket relying on a small break to avoid giving your missus rights/redundancy.
I would rescind/retract the notice and would REALLY want to make sure that you stay on the old employment contract. IANAL If your missus goes back as a new employee because she officially quits and then goes back then she may be classed as a new starter and lose some rights, i.e. may be firable with no reason for two years and lose redundancy entitlements. That said, a real life employment lawyer might opine that a company would be on a sticky wicket relying on a small break to avoid giving your missus rights/redundancy.
Tough one - she needs something in writing from old co. before she can make a real decision. As long as she has explained the reasons for wanting to leave - personla, not professional etc..., then Old co should be fine with that.
As long as she hasn't actually left, then she is still employed by old co., so the old terms remain in place, as long as there is no break afaik
As long as she hasn't actually left, then she is still employed by old co., so the old terms remain in place, as long as there is no break afaik
Stick with the old employers. It looks like they value her and (I assume) she trusts them. I wouldnt ask for any guarantees as there is no such thing in life and it could potentially sour the relationship.
With regards to the new company I'd be absolutely honest and up front; most people are fairly understanding and I doubt they would want to take anybody on who wasn't fully committed.
With regards to the new company I'd be absolutely honest and up front; most people are fairly understanding and I doubt they would want to take anybody on who wasn't fully committed.
mondeoman said:
Tough one - she needs something in writing from old co. before she can make a real decision
I'm not sure she even needs that.. Just trust the old co that change will happen. Ask them informally for a timescale for relocation and be ready to leave if that does not happen in an acceptable timeframe. I'd say don't take the counter offer.
Firstly now that the old company knows she might leave they will most likely want to ensure she is not irreplaceable. Managers tend to make counter offers, especially attached to big future promotions, out of desperation and panic in order to buy them time.
Secondly "later this year" could easily turn into early next year or never, meaning she's still doing the nightmare commute.
Thirdly the new company are unlikely to repeat the offer and depending on the industry it could damage her reputation and make other potential employers more wary.
Finally the stability argument is sort of lost if and when she does move to the new site, with a new role and new colleagues. It's almost as much of a leap as a new company anyway.
Never say never, and it sounds like as good a case as any to accept a counter but I would want to be very sure about the new site later this year before turning down an offer that answers the problem now.
Firstly now that the old company knows she might leave they will most likely want to ensure she is not irreplaceable. Managers tend to make counter offers, especially attached to big future promotions, out of desperation and panic in order to buy them time.
Secondly "later this year" could easily turn into early next year or never, meaning she's still doing the nightmare commute.
Thirdly the new company are unlikely to repeat the offer and depending on the industry it could damage her reputation and make other potential employers more wary.
Finally the stability argument is sort of lost if and when she does move to the new site, with a new role and new colleagues. It's almost as much of a leap as a new company anyway.
Never say never, and it sounds like as good a case as any to accept a counter but I would want to be very sure about the new site later this year before turning down an offer that answers the problem now.
I'd say stay with the existing company BUT if at all possible, request a work from home agreement for 3 or 4 days of the week, and on-site for the remainder. Suggest that this could be reviewed/revoked when the new site is open (if she is managing the site, she will obviously want to be there physically).
By carrying on the commute based on their promises (doesn't matter how much in good faith they are), the circumstances have not really changed. A few extra quid, but like you say, its not about the money. It is the commute she doesn't want/like and she is still doing it.
By carrying on the commute based on their promises (doesn't matter how much in good faith they are), the circumstances have not really changed. A few extra quid, but like you say, its not about the money. It is the commute she doesn't want/like and she is still doing it.
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