It’s the moment every Director dreads…..

Your top-performing negotiator or senior manager walks into your office and hands in their notice.

Your immediate instinct? Stop them from leaving at all costs.

Usually, this results in a counter-offer: more money, a better car allowance, or a hollow promise of that promotion they’ve been asking for.

On the surface, it seems like a win-win. You keep your biller, and they get a raise.

However, statistics show that 80% of employees who accept a counter-offer leave within six months anyway.

At Worth Recruiting, we’ve seen this play out hundreds of times. Here is why the counter-offer is often a "sticking plaster" on a deeper wound - and what you should do instead.

1. It’s Rarely Just About the Money

While a salary increase is tempting, people rarely start a job search purely for an extra £5k. Usually, the "push factors" are cultural: a lack of autonomy, a glass ceiling on progression, or a feeling that their hard work isn't being recognised.

A pay rise might mask these frustrations for a few weeks, but once the novelty of the extra income wears off, the original reasons for leaving will resurface.

2. The "Trust Gap" is Permanently Bridged

Once an employee has resigned, the "loyalty" dynamic changes. As a Director, you now know they have one foot out the door. When the next big promotion or sensitive project comes up, will you give it to the person who tried to leave three months ago, or the person who has been 100% committed? This subtle shift in trust often leads to a breakdown in the working relationship.

3. You’ve Set a Precedent

If word gets around the office that the only way to get a significant raise is to resign and wait for a counter-offer, you have a cultural problem on your hands. You risk creating an environment where "holding the firm to ransom" becomes the standard way to negotiate.

4. You’re Just Delaying the Inevitable

When an employee accepts a counter-offer, they often stop being "active" in the market, but they remain "emotionally detached." They’ve already visualised themselves elsewhere. You are essentially paying a premium to keep a "flight risk" in your business for an extra few months while they wait for the next right opportunity to come along.

The "Worth Recruiting" Advice: Prevention Over Cure

Instead of reacting with a counter-offer, focus on these three strategies:

• The "Stay" Interview: Don't wait to find out what's wrong. Have regular, candid conversations with all your team about career goals and frustrations before they reach the point of resignation. And always carry out an exit interview to see if there is anything you can do to prevent other staff following.

• Transparent Progression: If a top performer doesn't see a clear path to Senior Negotiator or Branch Manager within your firm, they will go looking for it elsewhere. It may not always be possible to create progressive roles, but create an environment where employees can achieve growth, learning, development, increased responsibility and better earnings.

• Know When to Let Go: If a star performer has found a role that genuinely offers them something you can’t (e.g., a move from Sales into Surveying, or a significantly shorter commute), wish them well. Maintaining a good relationship might lead to them returning as a "boomerang" hire later or even becoming a client in their new firm.

Conclusion

Counter-offers are expensive and rarely successful in the long run. If you find yourself constantly battling to keep staff who are halfway out the door, it’s time to look at your hiring and retention strategy.

At Worth Recruiting, we help our clients build teams that want to stay. We don't just find people; we focus on finding the right fit.

If you are looking to replace a key member of your team, call the Property Recruitment Team at Worth Recruiting on 01372 238300 or visit our website at www.worthrecruiting.me