8 Reasons You Shouldn’t Accept a Counter-offer in 2022, Opportunity for an FD, Building a Diverse Organisation, 5 Key Attributes of a CTO
In this week's Hanover Talent Insights:
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8 Reasons You Shouldn’t Accept a Counter-Offer in 2022
Should you stay or should you go?
Making the decision to leave your current position in search of a new one is something that you will likely have considered very carefully, and that’s also exactly why you’ll struggle to decide what to do when your existing employer makes a competitive counter-offer.
There are a lot of mixed opinions about counter-offers and whether you should accept one or not. Around 50% of employers make a counter-offer each time an employee hands in their resignation, particularly in areas of the market where there is a skills shortage.
However, should you choose to accept, it’s likely that you’ll be in the 80% of people who leave within six months, or the 90% who leave within a year afterwards.
Why wouldn’t you accept an employer’s counter-offer?
You may feel like you owe your existing employer your loyalty, or that you’d rather stay put because you’re familiar with how everything works.
The counter-offer presented to you might even renew your sense of value within the organization but, ultimately, there are many reasons you should think twice about accepting. We explore eight reasons you may want to think twice about accepting a counter-offer.
Read the rest of the "8 Reasons You Shouldn’t Accept a Counter-Offer in 2022" article by Bell Newman, Lead Associate at Hanover, on the Hanover US website.
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Oddfellows recruiting a new FD into the organisation
Hanover has been exclusively retained to identify the Finance Director, Manchester-based, for Manchester Unity Independent Order of Oddfellows Friendly Society Limited.
This role is a tremendous opportunity for a senior finance person who wants to take that next step in their career to be a finance leader to maximise and strengthen the internal capacity of a well-respected mutual organisation.
With a significant finance, strategy and members agenda this highly attractive role will allow a dynamic FD the opportunity to strategic, financial, management and control guidance and make a significant impact on the organisation.
Recommended by LinkedIn
To hear more about the opportunity, The Oddfellows and Jane Nelson the CEO - watch the video below.
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Build a PROUD and diverse organisation
72% of LGBT advocates say they are more likely to accept a job at a company that is supportive of LGBT employees than one that is not.
84% of LGBT employees at inclusive companies are significantly more likely to say they are proud to work for their employer and “go the extra mile” to achieve company success.
AND YET
35% of LGBT employees feel unable to reveal their sexuality to colleagues due to the fear of a backlash. This surges to 51% for transgender staff and 42% for black and ethnic minority LGBT people.
18% of respondents said they have received a negative reaction at work because of their sexual orientation.
We have come a long way but there is still work to be done, especially on the organisational level. Lately, we've been seeing a huge, positive wave of uptake for our DE&I solutions. We are so proud to work with all these organisations enabling their employees to openly be their true selves at the workplace.
See how we can help your organisation to increase performance through DE&I and download our DE&I brochure: https://bit.ly/3NgRE2t
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What to look for in a CTO when you need to drive change
The role of a Chief Technology Officer is to align the existing ethos and vision of a company with innovative tech that will revolutionize your image and boost your bottom line.
Find out exactly what a Chief Technology Officer is, what they do and how they can help your business in our article "What to look for in a CTO when you need to drive change" by Alex Curtis, Americas Managing Director at Hanover US.
Enrolled Agent
2yVery well-written, Bell!
Vice President, Talent Acquisition - West Region at J.P. Morgan Private Bank
2yNice, Bell!
Executive Search and Talent Professional at Hanover | Achieve remarkable results through exceptional people
2yGreat read, Bell. We have experienced a lot of companies counter-offering recently. The shortage of talent really puts employers in a difficult position as they know the cost of replacing you is uncertain in both time and ££ terms. If your counter offer comes with no changed/ improved role responsibilities, you could be pricing yourself out of the market for your next step up when you inevitably want to move on. And you WILL want to move on.