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Quitting a <keyword id="6355569" type="ORGANIZATION" weightage="20" keywordseo="Job">job</keyword> is quite a difficult task which needs to be totally thought through. So when we put in our papers, we are not just giving up our job but also our comfort zone. But what if your current organisation offers you a better deal? Should you still continue with your resignation? Is it a wise idea to accept the counteroffer and stay in the same company? 
	 “Counter Offer phenomenon exists across the board, regardless of size, nationality, scope of the employer organisation and its acceptance also cuts across gender, experience and education level of the individuals in question,” stated the report on counter offers by <keyword id="2892811" type="UNKNOWN" weightage="20" keywordseo="Antal-Consultants">Antal Consultants</keyword> International. According to the study by the organisation, most <keyword id="431887" type="UNKNOWN" weightage="20" keywordseo="counter-offer">counter offer</keyword>s are made to employees in the middle and senior level management. Employees generally belong to the age group of 29 years to 45 years. However, the findings of the survey are not much encouraging. Respondents have accepted that promises made during the counter offer have not been kept. 
	 
	The report found out that 82% respondents, who were promised a title change, are still continuing with the same designation and title. On the other hand, 73% respondents, who were promised a change in their job profile, were still performing the same role. Sadly, 58% of the respondents, who were promised a compensation hike as part of the counter offer, never got any increase. 
	 
	Similarly, the issues that led to resignation in the first place have remained unresolved. The survey suggested that 52% employees said that the organisation made no change in the concerns that prompted them to put in their papers in the first place – primary among them were inability to manage work life balance, and limitations with role scope itself. 
	 
	“Nearly 83% of such respondents reported that when they spoke to their bosses about the issues being persistent, the bosses threw up their hands and firmly told them that they (the bosses) can’t change any issue/situation,” read the report. 
	 
	Interestingly, the callous attitude of the organisation towards their employees has resulted in employees looking for a job again. As per the study, 55% of the respondents reported increased levels of unhappiness and a decline in their commitment. While 33% of the respondents who were experiencing these negative emotions, when contacted for the survey, have already moved to other organisations. 
	 
	So, what should one do when faced with a counter offer from their current employer? 
	 
	According to the report, if a job seeker has already reached a stage with a prospective employer, and there still some ambiguity regarding the shift, it is better to ask for clarity before advancing towards the offer. 
	 
	“Once you accept the offer, there is increased expectations on resignation – where apart from the pain of separation, you will most likely be counter offered – Do yourself a favour- don’t put yourself in an emotionally exhausting situation. Stay the course and abide by your commitment. If you have decided to move, do just that,” the report suggested. 
	 
	Additionally, he said, “Ask yourself, if you are looking to renege on your commitment to the new employer, what guarantees that your current boss will not renege on his promises to you?” 
	 
	So, the next time, you are counter offered a job post your resignation, it is advisable that you sit and think through the decision. If there have been too many unresolved challenges in your current organisation, chances are that they will remain the same. 
	 
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Were you quitting your job and just received
a counter offer from your current organisation? Read on to know if it’s a wise
idea to stay on or leave!

You ahave put in your papers and you have been called by the HR. Your company makes you a <keyword id="431887" type="UNKNOWN" weightage="20" keywordseo="counter-offer">counter offer</keyword>, which is very lucrative. So what should you do? Should you still continue with your resignation? Is it a wise idea to accept the counteroffer and stay in the same company? 
	 “Counter Offer phenomenon exists across the board, regardless of size, nationality, scope of the employer <keyword id="48809" type="ORGANIZATION" weightage="20" keywordseo="Organisation">organisation</keyword> and its acceptance also cuts across gender, experience and education level of the individuals in question,” said Joseph Devasia, managing director of Antal Consultants International. 
	 
	According to a study by the organisation, most counter offers are made to employees in the middle and senior level management. Employees generally belong to the age group of 29 years to 45 years. However, the findings of the survey are not much encouraging. Respondents have accepted that promises made during the counter offer have not been kept. 
	 The report found out that 82% respondents, who were promised a title change, are still continuing with the same designation and title. On the other hand, 73% respondents, who were promised a change in their <keyword id="6355569" type="ORGANIZATION" weightage="20" keywordseo="Job">job</keyword> profile, were still performing the same role. Sadly, 58% of the respondents, who were promised a compensation hike as part of the counter offer, never got any increase. 
	Similarly, the issues that led to resignation in the first place have remained unresolved. The survey suggested that 52% employees said that the organisation made no change in the concerns that prompted them to put in their papers in the first place – primary among them were inability to manage work life balance, and limitations with role scope itself. 
	“Nearly 83% of such respondents reported that when they spoke to their bosses about the issues being persistent, the bosses threw up their hands and firmly told them that they (the bosses) can’t change any issue/situation,” noted Devasia. 
	 
	Interestingly, the callous attitude of the organisation towards their employees has resulted in employees looking for a job again. As per the study, 55% of the respondents reported increased levels of unhappiness and a decline in their commitment. While 33% of the respondents who were experiencing these negative emotions, when contacted for the survey, have already moved to other organisations. 
	 
	So, what should one do when faced with a counter offer from their current employer? 
	 
	Devasia suggested that if a job seeker has already reached a stage with a prospective employer, and there still some ambiguity regarding the shift, it is better to ask for clarity before advancing towards the offer. 
	 
	“Once you accept the offer, there is increased expectations on resignation – where apart from the pain of separation, you will most likely be counter offered – Do yourself a favour- don’t put yourself in an emotionally exhausting situation. Stay the course and abide by your commitment. If you have decided to move, do just that,” he asserted. 
	 
	Additionally, he said, “Ask yourself, if you are looking to renege on your commitment to the new employer, what guarantees that your current boss will not renege on his promises to you?” 
	 
	So, the next time, you are counter offered a job post your resignation, it is advisable that you sit and think through the decision. If there have been too many unresolved challenges in your current organisation, chances are that they will remain the same.

Here’s what you should do when you get a counter offer from your organisation!

Recruiters across the country have given thumbs up to the <keyword id="2609226" type="UNKNOWN" weightage="20" keywordseo="Union-Budget-2015">Union Budget 2015</keyword>. The industry is hoping that the reforms announced in the budget 2015 will create new jobs in the country especially in sectors such as infrastructure and manufacturing besides the traditional IT sector. 
	 
	“As far as job creation and hiring scenario is concerned, 2015 will be a much better year in comparison to 2014 given the increased stability in the political and economic environment of the country. The phenomenon of job creation will be led by the IT sector followed by the services industry and even the manufacturing sector is showing healthy signs,” said Hitesh Oberoi, managing director and CEO Info Edge (India) Ltd. 
	 
	According to a report by job portal naukri.com, 62% recruiters and 89% consultants expect creation of new jobs in the first half of 2015 itself. While 56% of recruiters expect the new job creation to be in the IT sector while 28% of the recruiters expect more jobs to come up in BFSI space. 
	 Sharing a similar sentiment, Joseph Devasia, managing director of recruitment firm Antal International Network, India, noted that the budget has laid higher emphasis on supporting IT start-ups this year. “Hence we see this to have a positive impact on the IT/BPO sector and this sector is likely to create new jobs. The setting up of AIIMS, IITs and IT hubs across several states will help address the huge demand for IT jobs in India. Similarly, <keyword id="6354869" type="UNKNOWN" weightage="20" keywordseo="make-in-India">Make in India</keyword> is seen as a revolution that will boost the manufacturing, engineering as well as auto sector in India,” he suggested. 
	 
	Devasia also expected the eCommerce to spearhead creation of new jobs. “Due to greater Internet access on smartphones consumer spending will boost new jobs in the B2C sector,” he added. Similarly, other sectors such as healthcare, defence and banking are also expected to benefit the most. 
	 
	Interestingly, manufacturing sector that has been low on hiring activity is expected to witness some action. “The budget that was announced was certainly a positive and progressive one with most of the proposals having a ‘Make in India’ flavour. These proposals will definitely make India a manufacturing hub creating millions of employment opportunities in the coming years,” he stated. 
	 
	In terms of the level, hiring at middle and senior levels will get a major boost. “Most jobs are expected to be created for people with 4-8 years of work experience followed by people with 1-3 years of work experience,” stated Oberoi. 
	 
	On the skill development front, Devasia highlighted that the Centre has focus on skill development in this budget. “Moreover, increased emphasis on skill development and education will help prepare a number of youth for jobs, which will help curb the talent crunch issue that the country is currently facing,” he averred. 
	 It should be noted that the government has also offered sops to <keyword id="18173" type="COMPANY" weightage="20" keywordseo="SME">SME</keyword> businesses, which is expected to boost the <keyword id="62763" type="UNKNOWN" weightage="20" keywordseo="Job-market">job market</keyword>. Budget allocation to start ups will encourage entrepreneurs in Tier 2 and 3 cities and create new jobs there.

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Were you quitting your job and just received a counter offer from your current organisation? Read on to know if it’s a wise idea to stay on or leave!

Purba Das

Here’s what you should do when you get a counter offer from your organisation!

Purba Das

Budget 2015: A booming job market awaits India

Purba Das

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