Six months later? They’ve either left anyway — or they’re disengaged and quietly looking again.

Here’s the reality:

Counter-offers treat the symptom, not the cause.

When someone starts exploring other roles, it’s rarely just about money. It’s usually about progression, leadership, culture, recognition, or burnout. A salary increase doesn’t fix those issues.

And once a resignation happens, the dynamic changes. Trust shifts. Perceptions shift. Even if nothing is said out loud.

For Candidates

If you were unhappy enough to interview elsewhere, ask yourself:

* Why did change only happen when I resigned?

* Has anything truly improved — or just my pay?

Short-term reassurance often leads to long-term frustration.

For Employers

A counter-offer buys time. It doesn’t solve the underlying problem.

Instead of reacting, treat resignations as insight. Why did this person feel they had to leave to be heard? That’s the conversation that matters.

Counter-offers aren’t always wrong.

But they’re rarely the real solution.

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