Have you ever handed in your resignation only to be met with a better salary offer from your manager? If you’re in this situation—where you've announced your departure and suddenly received a counteroffer—you’re not alone. According to a 2024 study by Robert Half, over 58% of employers made counteroffers to retain valuable employees, yet 39% of professionals still chose to leave.
Why? Because while money matters, the decision to stay or go is rarely just about the salary.
So, what should you do? Gratefully accept and stay? Or politely decline and move on?
More importantly, ask yourself:
Why did they only make this offer after you resigned?
Is it a genuine recognition of your value, or simply a reaction out of panic?
What do you truly want from your career?
What Made You Resign in the First Place?
Before getting too excited about the raise, take a moment to reflect on your initial reasons for resigning:
Did you feel undervalued?
Were there unresolved tensions in the team or issues with management?
Did you feel there was no opportunity for professional growth?
Or were you looking for more competitive pay?
A 2023 survey by Pew Research Center revealed that 63% of employees who quit did so due to a lack of advancement opportunities, and 57% cited compensation. Only 28% said salary was the only factor.
So yes, salary is important—but it's rarely the whole story. If your resignation stemmed from a toxic culture, lack of recognition, or professional stagnation, a raise might ease the discomfort temporarily—but it won’t fix the root cause.
What’s Behind the Company’s Counteroffer?
It’s fair to ask: why now? Companies are not emotional—they’re strategic. A counteroffer can sometimes signal more than just appreciation: de ce acum? Companiile nu sunt organisme emotionale, ci entitati strategice. Iar o contraoferta poate ascunde mai multe intentii:
Reducing replacement costs. Experienced employees are expensive to replace. According to the Society for Human Resource Management (SHRM), the average cost of replacing an employee equals 6–9 months’ worth of their salary.
Maintaining team stability. Your resignation might raise alarms across the team. A counteroffer could be a damage control measure, not necessarily a sign of your value.
Buying time. Some companies make counteroffers just to delay your departure. Months later, you might find yourself sidelined or quietly excluded from key projects.
How Does the Offer Compare to the Market?
Appreciate the raise, but assess it objectively:
Does it exceed the market average or simply align with it?
Does it come with additional perks (remote work, extended health benefits, learning budgets)?
Were there any clear commitments about growth (new role, training, projects)?
Ask guidance from a recruitment or staffing agency
If you’re still balancing between staying and leaving, seeking expert guidance can help. A professional recruitment agency can provide an unbiased perspective—and fast-track you to new opportunities.
Smartemp, with over 13 years of experience in staffing and more than a decade of collaboration with multinational companies, offers:
Personalized career guidance tailored to your personality and skill set
Direct access to hiring companies actively seeking your profile
Full support from interview prep to contract negotiation
Clear information about job responsibilities, requirements, and working conditions
At Smartemp, we value communication, trust, and flexibility. If you accept a temporary offer, your contract can be extended up to 36 months—or you can explore alternative work formats that suit your needs.
👉 Send your CV to recrutare@smartemp.ro
We’re here to support your career journey.
Got a raise after resigning? Don’t rush.
Instead of reacting emotionally, take time to evaluate:
Your real reasons for wanting to leave
The quality and sincerity of the counteroffer
Make a conscious choice. And if you feel the need for support or a fresh perspective, don’t hesitate to reach out to professionals who can help you gain clarity and confidence in your next steps.
Sources:
Robert Half Talent Solutions (2024): Why Counteroffers Often Fail
Gallup – State of the Global Workplace 2023: Employee Engagement Trends
Pew Research Center (2023): Why Americans Quit Their Jobs
SHRM (2024): The Cost of Replacing Employees
LinkedIn Salary Insights 2025: linkedin.com/salary
Read also:
https://smartemp.ro/2025/07/07/job-de-vara-cum-sa-profiti-de-perioada-concediilor/
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