Demand is high for talented and skilled workers within the UK procurement and supply chain sector, and the job market is currently a feast for the qualified. It is likely that your most qualified candidates have one eye on the job market, and you may have to face resignations from those you consider irreplaceable.
When faced with this situation, it is tempting to provide a counter-offer and a significant increase in salary to help retain your best workers. However, most studies show that staff members who accept counter-offers are likely to end up leaving your company anyway within a year after underlying issues are left ultimately unsolved.
This guide will make the argument about why counter-offers should generally be avoided, even if the cost of hiring and training a replacement will be high. The counter-offer is ultimately a ‘quick fix’ solution which will waste time and money for your company.