In 2024, one the challenges we came across was companies setting expectations that just didn’t match up with the salary they were offering. A lot of businesses were expecting candidates to take on critical roles, but the salary they offered just wasn’t the right salary for the job.
This wasn’t a small problem, it had real consequences. In fact, in our searches last year, 22% of candidates who had the right experience, skills, and values didn’t move forward because the salary wasn’t competitive enough.
What Does That Mean?
It meant those candidates were either already making more, were offered the same, or just didn’t see a big enough increase to make a change.
22% might not sound like a lot, but that’s still a pretty significant group of people who could have been a perfect fit and helped push the business forward. And while money isn’t the number one reason people look for new opportunities, most people expect at least a 10% increase when they move into a new role, especially those who are not actively looking.
Why the Right Salary Still Matters
While it’s true that money isn’t always the top reason someone looks for a new job, salary does play a big part. Most people expect a 10% to 20% increase in salary when they make a change. It’s a reflection of their experience, skills, and the value they bring, and it’s important that the salary reflects that.
It’s Not Just a Job; It’s a Career
People aren’t just looking for another job, they’re looking for a career. They want to grow with the company, make an impact, and be part of something bigger.
As an employer, it’s important to show candidates that your company is a place for long-term growth, not just a stepping stone. But for that to happen, you need to recognise their value and offer the right salary. When employees feel valued and are paid what they’re worth, they’re more likely to stick around and put in the effort to help the business succeed.
Investing in Employees: A Win-Win
When you invest in your employees, by offering the right salary and giving them opportunities for growth, it benefits everyone. Employees who feel recognised and well-compensated are more motivated, loyal, and dedicated. They’ll be the ones helping your business grow and succeed year after year.
So, if you want to keep people around for the long haul and build a strong future, make sure you’re investing in them in a way that makes sense. Pay them the right salary, show them you care, and they’ll give that back to you in a big way.
If you want people to invest in your company for the long haul, you need to invest in them too.
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Counteroffers are a typical occurrence in the ever-changing world of career advancement. It’s that critical moment when you’ve decided to leave for a better opportunity, only to be presented with a tempting offer from your current employer to keep you. Many professionals face a situation filled with challenges and issues that extend beyond the immediate attraction of a better compensation or benefits.
The Temptation of Counteroffers
Consider this scenario: After carefully refining your CV, successfully navigating many interview stages, and getting a job offer that exactly aligns with your career goals, you’re ready to start on a fresh career path and say goodbye to your current role. However, just as you’re about to make the decision, your employer surprises you with a counteroffer. Suddenly, the decision to leave becomes complicated by tempting offers of a salary increase, a promotion, or even a more flexible work schedule.
A false sense of instant satisfaction
At first look, a counteroffer may appear to be a lifeline, confirming your worth within the company. It boosts your ego and provides immediate happiness from feeling respected. However, under the surface lies a deeper truth: counteroffers are frequently used as a temporary patch rather than a long-term solution.
The Hidden Challenges
Accepting a counteroffer can introduce a myriad of complications, both professionally and personally.
Trust and Loyalty: Your decision to look for other opportunities could jeopardise trust and loyalty in your existing workplace. Your company may question your dedication and wonder whether you’re just using the offer as leverage to get a better deal.
Cultural Fit: If you’ve already considered leaving due to concerns about company culture, job satisfaction, or career advancement opportunities, a counteroffer might not resolve these issues. Accepting it may simply prolong the inevitable: the desire to seek fulfilment elsewhere.
Career Progress: While a counteroffer may promise an increase in salary or an attractive title, it does not always address your long-term career goals. Will the concerns that caused your job search in the first place be effectively addressed, or are you simply putting off the inevitable?
The Harsh Reality
Statistics show a grim picture: nine out of ten candidates who accept a counter offer leave their existing employment within twelve months. Why? Because the underlying issues that drove individuals to seek new possibilities continue, regardless of the short-term relief provided by a counteroffer.
Going Forward
So, what are the alternatives? Rather of falling to the attraction of a counteroffer, it is critical to address the situation with clarity and perspective.
Reflect on Your Priorities: Determine what is most important to you in your career. Is it just about salary, or do you want more fulfilment, growth, and alignment with your values?
Communicate Openly: If you’ve decided to pursue external opportunities, be open and honest with your employer. Express gratitude for the experiences and relationships you’ve built while explaining why you want to take on new challenges.
Stay Committed to Growth: Accept change as an opportunity for growth and development. Rather than settling for short-term fixes, prioritise opportunities that match with your long-term career goals and personal fulfilment.
Counteroffers may provide temporary relief, but they rarely address the fundamental challenges that motivate people to seek new opportunities. By embracing change with courage and planning, you open up possibilities for true advancement in your career and fulfilment.
People are naturally drawn to authentic leaders, those who are genuine and real. We all want to follow someone who isn’t trying to be someone they’re not, who shows up as their true self without pretending or hiding behind a mask.
But let’s be honest, being authentic as a leader isn’t always easy. It can be tough to know how to truly lead in a way that feels real and not forced.
Here are five habits that will not only help you be more authentic but also make you a great leader:
Follow your dreams.
Authentic leaders are clear on what they want, and they go after it, no matter the outside noise. They don’t let external pressures dictate their decisions, they focus on their passions and vision. By leading with your passions and values, you inspire others to do the same. When your actions align with your vision, it demonstrates true leadership.
Practice self-acceptance.
Nobody’s perfect, and great leaders don’t pretend to be. They embrace their strengths and weaknesses, and they’re open about both. Authentic leaders don’t hide their flaws they use them to connect with others and show vulnerability. Self-acceptance allows you to grow, adapt, and become the kind of leader who inspires others to do the same.
Stay curious.
Authentic leadership thrives on curiosity. The best leaders are always asking questions, listening to new perspectives, and challenging their own assumptions. The more you learn about your team, your industry, and even yourself, the more you can grow as a leader. Being curious helps you keep a fresh perspective and make better decisions based on real knowledge.
Face your fears.
Great leadership requires courage. Being authentic as a leader often means speaking your truth, taking risks, and being vulnerable, and that can be intimidating. But real leadership isn’t about being fearless; it’s about acting despite your fears. When you face your fears, you show your team that it’s okay to take risks and be real, too. This builds trust and strengthens your leadership.
Learn to just be.
In the fast-paced world of leadership, it’s easy to get caught up in constant action. But great leaders know how to slow down and reflect. They don’t just act, they think, they listen, they pause. Taking time for mindfulness and intentionality helps you stay grounded in your values, which makes your leadership more genuine. When you lead by being true to yourself, you create a stronger, more connected team.
Authentic leadership isn’t about being perfect, it’s about being real. By embracing these habits, you’ll not only become a better leader but also inspire your team to lead with purpose, grow, and connect on a deeper level.