In theory, a counter-offer shouldn’t be necessary.
When a resignation triggers a sudden surge of recognition — a raise, a title, a promise — it raises a simple question: Why now? If an employee’s value is clear, it should be acknowledged consistently, not conditionally.
The very presence of a counter-offer often points to something deeper: missed conversations, unspoken frustrations, or a lack of proactive recognition. Not always malicious, but rarely healthy.
Before it gets to that point
For professionals, it’s usually wiser to raise questions internally before starting a job search. In many cases, that might fix the small doubts before they might eventually turn to existential (or at least professional) crisis. AS we want to avoid that, it is strongly advised to get clear from the beginning to what is expected, expectable. Clarity is key. Ask the hard questions:
- Is there clarity on my growth path?
- Is my contribution recognized and valued?
- Do I feel aligned with the company’s direction and culture?
Sometimes, a constructive conversation with your management can lead to meaningful change — without ever needing to resign.
Other times, it reveals limits: a company may say no, or may simply be unable to offer what you’re looking for. And that’s fine too. Clarity is progress.
The role of alignment
In the healthiest companies, when role, environment, and personal aspirations align, there’s no need for last-minute negotiations. There’s mutual trust, ongoing dialogue, and a shared vision of growth. When that’s the case, people often build careers that are both meaningful and sustainable.
If you don’t sense that alignement, it is advised to address that early on. In many cases, conversations may lead to a happier path and healthier stay within your actual firm. As you get clarity BEFORE, it will fix you and give you enough mental space to assess wether that new opportunity might be just what you might need right now. In most cases, it’ll allow to enter new recruitment processes with intention, clarity and usefulness.
So what does a counter-offer really say?
It may be a generous gesture. But it’s also a signal:
- That recognition was reactive, not proactive. Somehow, this leads to break trust at an even deeper level.
- That communication had broken down somewhere.
- That the decision to stay or leave now happens under pressure, not clarity.
If you’ve reached that point, the question becomes: Is this offer solving the root issue, or just postponing it?
For your next step, start with clarity
Whether you’re considering a move or staying put, the key is honesty — with yourself, and with your employer. If you clarify your priorities early on, you’re much more likely to find an opportunity (or shape one where you are) that fits who you are today, and supports where you’re going next.
