According to Richard Branson, CEO, and founder of the Virgin Group, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”. As a good and effective leader, you are also responsible for keeping your team members not just engaged but still loving what they do and contribute to the company. 

But what if your employees are still seeking for ways to leave? Is it still viable to make a counteroffer to keep them? How will attrition reflect on you as the leader? 

In this blog, we will learn the different implications of counteroffering, how it can affect you, as the leader, and your team, and why counteroffers (when not thought out well) may do more harm than good. 

Does it address any underlying issues? 

Often, counteroffers are done with one purpose – to make them stay. With the rise of different restrictions brought about by the pandemic, employees have sought different opportunities. To keep an employee from resigning, they are offered different packages like promotions, one-time bonus, work-from-home options, etc., all to make them stay. But does this answer the question of why they want to leave in the first place? Think through the reasons for their resignation before you make a counteroffer because if these are not addressed, they will still have the idea of resigning in the future. 

What does this say about your leadership? 

This will definitely reflect on your capabilities as a leader. When you make a counteroffer to an employee that has plans of resigning or has already resigned, make sure that the employee is planned for success. The counteroffer should be beneficial for both the employee and the company, embracing the chances of growing together.  

Offering a promotion is not always a good idea. 

Is the employee ready to be promoted? As the leader, you will have to be able to justify your decision on why you are giving bigger responsibilities. In the end, if the employee will be able to perform as required, then they will soon decide to leave again. 

It is not a secret that colleagues share information with each other even when they’re not supposed to. So when the measures of counteroffer have reached other parties, this can affect the team’s morale and may lead to doubts and questions. Be careful about how the counteroffer may backfire.  

In some situations, team members will work their way to get offers like their colleagues. And if they do not get what they hope for, they will start seeking opportunities outside the company.  

While in other situations, the team will lose their team spirit. It may even be more difficult to gain the team morale back. 


While we are all in the midst of a new era of employment, there will always be a need to reassess employment opportunities. It is evident that in making a counteroffer, there is no one-size-fits-all solution to keeping employees. If they feel that they are ready to move forward, sometimes the best thing to do is to heed their request to depart and let them go. 


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