This is a very important question, that I think a lot of developers ask themselves. It's also a rather touchy question. Especially on the internet. It's much like asking a retail representative if they like their job, in front of their manager.
I think there are some prerequisites. And I agree, all of them are subjective, your mileage may vary.
You're no longer being challenged.
You're no longer satisfied with the work/pay/benefits/etc.
You've spoken to your manager about these things, to no avail.
I know quite a few people in my field that are constantly looking. This strategy can be quite effective when it comes time to request a raise because counter-offers can be used as evidence that your market value has in fact increased.
Im my opinion if you've got to the position where another company has offered you a role. Staying where you are for a pay increase seems like a huge waste of effort.
Using a counter-offer is perfectly valid, and common. I don't think that the act of referencing a counter-offer is going to burn a bridge with a current manager. Not inherently at least. It really depends on the existing relationship with the manager and the way that the request for a raise is made.
If the request is made in an aggressive, abrasive, or cocky manner, then that could definitely have negative results. However, if the request is made in a calm, tactful, and results-focused manner, I don't see why having a counter-offer would be bad.
Employee turnover is costly.
A manager's job is to leverage the skills, expertise, and labor of their team to achieve the goals of the company. Typically that means maximizing revenue while minimizing costs. Hiring a new engineer is costly in terms of a company's time, money, and efficiency. A new engineer has to be recruited, interviewed, onboarded, and then after a few weeks, they'll start getting up to speed. Theoretically, this new engineer would be paid the same amount as the engineer that was requesting a raise. So, the entire onboarding process would be significantly more expensive, than just giving the existing engineer a raise to keep them from leaving for a competitor.
It's a win-win.
The job market fluctuates with the economy, so average salary ranges change all the time. That means it's up to companies to be competitive with how they compensate their employees. Liability wise, there's no telling when an employee may just leave. Typical employee contracts have a clause stating that either party can terminate the contract with little to no notice and without reason. Staying competitive in the job market is just another way to draw in highly sought-after talent.
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This is a very important question, that I think a lot of developers ask themselves. It's also a rather touchy question. Especially on the internet. It's much like asking a retail representative if they like their job, in front of their manager.
I think there are some prerequisites. And I agree, all of them are subjective, your mileage may vary.
I know quite a few people in my field that are constantly looking. This strategy can be quite effective when it comes time to request a raise because counter-offers can be used as evidence that your market value has in fact increased.
Interesting stance! Do you really think using a counter offer for a raise is a valid tactic? Does that not just burn bridges?
It certainly does not. And, it would not be very wise to not take advantage of the opportunity at your hand.
Im my opinion if you've got to the position where another company has offered you a role. Staying where you are for a pay increase seems like a huge waste of effort.
Bro, what I meant was to get a counteroffer from current and take that to the new company.
Aaaah, now that's smart thinking!
That's a good question!
Using a counter-offer is perfectly valid, and common. I don't think that the act of referencing a counter-offer is going to burn a bridge with a current manager. Not inherently at least. It really depends on the existing relationship with the manager and the way that the request for a raise is made.
If the request is made in an aggressive, abrasive, or cocky manner, then that could definitely have negative results. However, if the request is made in a calm, tactful, and results-focused manner, I don't see why having a counter-offer would be bad.
Employee turnover is costly.
A manager's job is to leverage the skills, expertise, and labor of their team to achieve the goals of the company. Typically that means maximizing revenue while minimizing costs. Hiring a new engineer is costly in terms of a company's time, money, and efficiency. A new engineer has to be recruited, interviewed, onboarded, and then after a few weeks, they'll start getting up to speed. Theoretically, this new engineer would be paid the same amount as the engineer that was requesting a raise. So, the entire onboarding process would be significantly more expensive, than just giving the existing engineer a raise to keep them from leaving for a competitor.
It's a win-win.
The job market fluctuates with the economy, so average salary ranges change all the time. That means it's up to companies to be competitive with how they compensate their employees. Liability wise, there's no telling when an employee may just leave. Typical employee contracts have a clause stating that either party can terminate the contract with little to no notice and without reason. Staying competitive in the job market is just another way to draw in highly sought-after talent.