Moving on

Jan 17, 2018
Receiving an offer can leave you on cloud nine, but you need to play your cards right to secure the best deal for you. Here, we help you navigate the offer process and leave your current employer on very favourable terms.

If, by now, you have received a job offer – congratulations! You have surpassed your peers and you now have a superb opportunity to advance your career. However, there’s a lot of work yet to do. The offer process can be a delicate balancing act and of course, there’s the downside of having to break the bad news to your current employer that you’re leaving.

In your longer-term interests, it’s important that you display the same professionalism at this juncture as you did in the interview room – and to both parties. With that in mind, here are tips to help guide you through the offer process and help you leave your current employer with your head held high, and no bad feelings.

The offer process

  • First off, take a steer from your recruiter on how to play your hand as there are feelings involved on both sides.
  • If you want to play hard to get, be prepared to be disappointed as holding out for a few extra thousand euro can backfire. If you happen to find yourself in this frame of mind, you should first consider whether you really want the job at all.
  • Understand that companies don’t typically give huge salary increases. Your offer will be a considered mix of your current salary, the internal rate for the role, and the external market rate for the role. Companies generally set a range for each role, and you should be aware of this range early in the process – it’s uncommon for a company to make an offer beyond the stated range.
  • Don’t focus on the base salary on offer. Instead, focus on total compensation (i.e. the total monetary value of your remuneration package including bonuses, pension contributions, health cover etc.)
  • Once an offer is made, remember that the clock is ticking. The longer you leave it to accept an offer, the more likely the hiring manager will be to question your commitment to the role and organisation.

Leave with integrity

  • Once you’ve accepted a job offer and signed your contract, the next item on your to-do list is to let your current manager know.
  • Before you hand in your notice, remind yourself of why you searched for a new role in the first place; have conviction in your decision; and write a resignation letter as this is a perfect opportunity to say thank you without fear of fluffing your lines!
  • When resigning, stay strong. Your manager may provide a counter-offer as it’s not in their interest for you to leave. Closing any discussion on counter-offers early will save you a lot of heartache, as entertaining a discussion when you know you’re leaving only makes the process harder.
  • Remember that a significant percentage of those who accept a counter-offer are on the jobs market again within six months. The reason? The fundamental reasons for their initial move have not changed and promises of change within their role or organisation were not forthcoming.
  • Move quickly to discuss how you want to exit the business in a positive sense, and how you and your manager can work together to make it an easy transition for the team.
  • One month notice periods are generally non-negotiable whereas two- or three-month notice periods can be. Work with your employer to agree an exit that works for both parties but remember: the second you resign the best interests of your next employer should become your priority.


How to leave with your head held high

Larry Mayers, Director of People Development at Avolon, shares his advice for parting ways with your employer.

A common mistake when people leave their current employer is that they often negate what they learnt at that job and view it as a move away from an employer-employee relationship that didn’t work out. This both reduces their learning opportunity and can burn bridges.

I personally expect employees to tell me about their intention to leave as soon as possible. Should there be a notice period, I also expect them to work during this period to the best of their ability and with good grace.

It is possible to leave on excellent terms, however, but this is often only possible if you were on good terms with your employer to begin with. Relationships are built over time and are easier to maintain if they were robust to begin with. Robust relationships based on honesty and shared positive intent will allow people to leave in a positive way. The person leaving will be open and honest about their departure, and will communicate it without difficulty. Likewise, the organisation will understand why as they would have had a history of open communication.