A recent article published in The Washington Business Journal’s FedBiz column featured a dispute between Booz Allen and a former employee, Gia Allen. Ms. Allen claims that Booz Allen extended a counteroffer to entice her to decline a competing firm’s offer, and then failed to deliver the promised incentives. “Claiming breach of contract, violation of wage payment laws, negligent misrepresentation, and ‘promissory estoppel’ – which essentially alleges that the company went back on its word – Allen is asking the court to grant her damages in the amount of $37,200, plus attorneys’ fees.” No matter the resolution of the lawsuit, both Ms. Allen’s and Booz Allen’s reputations may be tarnished. TMG’s Take is that this outcome is a lose/lose and was entirely preventable. Candidates, please take note: decide what will make you happy in your present job before you commit to take another job. If there is something your current firm can offer to keep you there, ask for it without threatening to resign. Once you commit to your new employer, leave the past behind and join your new company. Revealing to your current boss that you have secretly found and accepted another position fundamentally changes your existing relationship. Employers, please take a moment to recognize that an employee who is resigning has already changed their committed relationship to you. Wish them well and let them go.
Counteroffers are a temporary solution to a temporary problem. Most employees who accept a counteroffer remain in their job for six months or less. Employers who extend counteroffers have difficulty trusting the employee to the same degree as they did prior to the resignation. Even in situations where the counteroffer promises are fully delivered, the employee is usually not part of the company’s grand plan for the future. Employers should discuss their philosophy about counteroffers with their recruiting teams. Executive recruiters should thoroughly discuss counteroffer scenarios with every candidate to ensure their commitment to decline a counteroffer. Employers, your former employees can be ambassadors of good will for your company. Candidates, you can gracefully exit and maintain strong relationships with former colleagues. In other words, if you say you’re leaving, GO!
TMG’s Take is a regular e-mail advisory produced by The McCormick Group. The company’s Government Contracting group combines the expertise of our knowledgeable consultants to help government contractors fulfill all of their recruiting needs. TMG’s Take covers topics across the spectrum of the government contracting industry, including business development, proposals, contract management, cyber security, compliance, R&D, technology, and finance. Please direct all inquiries to Brian McCormick, Executive Vice President at (703) 841-1700 or bmccormi@tmg-dc.com.
Follow Us:
