What do you do if you receive a counteroffer during salary negotiations?

Asking for time to evaluate a counter-offer signals interest, and gives you a beat to collect information from current employees, colleagues and in-the-know professionals. Based on this research you can counter, with a strong sense of market conditions, the company's flexibility, and your own gut instinct. When given a counter-offer, be sure to ask how many days before they need to hear back, so that you can accomplish this fact-gathering swiftly, and have a response.

- When you receive a counteroffer during salary negotiations, it’s essential to handle the situation thoughtfully. - Express Gratitude: Begin by thanking the employer for the offer. - Show appreciation for their consideration and professionalism. - Request Time: Ask for time to consider the offer. Typically, employers provide a deadline - Research Industry Compensation: Gather evidence to support your counteroffer. Research industry standards for your position’s average salary. Tools like Indeed’s Salary Calculator can help. - Consider the cost of living in your area to ensure the proposed salary meets your needs. - Make a Reasonable Counteroffer: When making your counteroffer, be firm but flexible.

I try to look at the total compensation philosophy comprising most importantly of the role and the career pathing, the gross monetary component, wellbeing and employee lifecycle benefits. That gives me enough scope to break down the counteroffers into multiple components and thoughtfully evaluate each component

Lo ideal frente a una situación como esta, es evaluar ambas situaciones. Si la renegociación viene de tu empleo actual (el cual estás dejando por una mejoría salarial), y dependiento del grado de afinidad que hayas generado con este, y luego de haber agotado todas las posibilidades por ejemplo, de un upgrade interno, lo recomendable es darles la posibilidad de escucharlos y medir que tan tentativa puede ser la contrapartida, esto ayudará a tomar una mejor decisión.

The ideal thing to do in a situation like this is to evaluate both situations. If the renegotiation comes from your current job (which you are leaving for a salary improvement), and depending on the degree of affinity you have generated with it, and after having exhausted all possibilities, for example, an internal upgrade, it is advisable to Giving them the possibility to listen to them and measure how tentative the counterpart may be, this will help them make a better decision.

In my experience, before anyone even got to an offer elsewhere, they would come to speak to me first. As a leader you need to recognise the value of your team (not all are valuable) and ensure your A players never make it to an interview elsewhere. This is as much a culture issue as any other. An open culture encourages two way communication, so you never need to look elsewhere. If however you do get a counter, I would still leave as if someone truly saw value in you, they would find a way for you to stay. It is that simple.

I agree and a great book to read on negotiation is ‘never split the difference’ - never compromise, as that is never a good outcome, know what you want and be willing to anchor your opposition early on. It’s all important to get to the right choice for you.

All depends on the organization you work for, what policies are in place that dictate salary ranges, your sophistication as a negotiator, and most important your perceived "Added Value" to the organization, and to your direct supervisor, or manager. Many organizations have given salary negotiation responsibilities to their HR Departments, they don't know you, and they'll use organizational policies including salary range, to limit their ability to agree to demands that fall outside of that range. The best time to negotiate your salary is long before the salary negotiation begins. If there is a salary cap or range in place, you have to establish why the existing policy " Doesn't apply in your case". Or hire H-C, Inc we're experts at it!

In my experience having a network from your same sector, with at least one more senior ‘mentor’ or coach, who you meet on regular basis is very important. There are a few good places to start and more and more options online to engage people in this way, and you will be surprised at the amount of people who are willing to help, even at a senior level.

If you have got to a place where you are seriously considering leaving an organisation, the decision has already been made, regardless of a counter. As humans, you always gravitate to places where you are appreciated, working on things that matter with partners/ clients that matter - it’s not money that got you to looking for another job. This being the case, if someone counters after you’ve looked elsewhere, you know they had the ability to do the same before but didn’t. It’s probably time to try something new with people who see value in you.