Hi, I am working in a well-known MNC for the past 8 years. In these 8 years, I have never been given any promotion. About 2 weeks ago, I submitted my resignation as I had received an offer from a multinational bank in Hyderabad.
The manager called me and inquired about the reason for my resignation. I explained to him that my main reasons were the lack of promotion and a low salary. He mentioned that he would discuss my case with the senior management team to advocate for my promotion. However, a few days later, he informed me that a promotion could not be granted due to my lower rating last year. Subsequently, HR contacted me the next day to inquire about the reasons for my resignation. Once again, I stated the same reasons. She mentioned that she would revert to me. The day after, she requested a copy of the offer letter. This surprised me as in my 13 years of experience, no one had ever asked for the offer letter before. After a reminder from her, I provided the offer letter.
Last week, my manager called me asking for the offer letter and also requesting a list of my achievements for the past year. He mentioned that the decision regarding the promotion now rests with HR, and they are willing to offer me a promotion along with a salary increase.
I am currently in a dilemma about whether to provide the offer letter. If I was deemed indispensable to the organization, why was I not promoted earlier? Why did HR not reach out to me until now? I am unsure about whether accepting a counteroffer is the right decision. I am truly perplexed.
Can someone please offer guidance? This matter is quite urgent.
From India, Hyderabad
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The manager called me and inquired about the reason for my resignation. I explained to him that my main reasons were the lack of promotion and a low salary. He mentioned that he would discuss my case with the senior management team to advocate for my promotion. However, a few days later, he informed me that a promotion could not be granted due to my lower rating last year. Subsequently, HR contacted me the next day to inquire about the reasons for my resignation. Once again, I stated the same reasons. She mentioned that she would revert to me. The day after, she requested a copy of the offer letter. This surprised me as in my 13 years of experience, no one had ever asked for the offer letter before. After a reminder from her, I provided the offer letter.
Last week, my manager called me asking for the offer letter and also requesting a list of my achievements for the past year. He mentioned that the decision regarding the promotion now rests with HR, and they are willing to offer me a promotion along with a salary increase.
I am currently in a dilemma about whether to provide the offer letter. If I was deemed indispensable to the organization, why was I not promoted earlier? Why did HR not reach out to me until now? I am unsure about whether accepting a counteroffer is the right decision. I am truly perplexed.
Can someone please offer guidance? This matter is quite urgent.
From India, Hyderabad
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You seem to be confused in this situation—perhaps you did not expect this to happen. While the decision you take is totally your personal call, I would also suggest thinking about the other company whose offer you have already accepted. Will it not be unprofessional if you use their offer letter to seek a raise with your present employer? Moreover, once you submit your offer letter to your present company, they will know of your silent consent to stick with them.
Think twice about what you believe is appropriate for you. All the best!
From India, Pune
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179Think twice about what you believe is appropriate for you. All the best!
From India, Pune
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Dear Colleague, you have been with the current organization for the last 8 years, and it has not deemed you worthy of a promotion. Now, as you consider leaving, they suddenly appear to recognize your merit. However, there are conflicting opinions between your reporting manager and HR.
In my view, you should neither accept their offer nor provide your resignation, no matter how enticing it may be. This is because their HR policies lack coherent logic and enduring values, seeming to adapt conveniently to the circumstances.
Moreover, it would be highly unethical to abandon the new company that has acknowledged your value and is prepared to invest in you. It is essential to think logically and not be swayed by temptations when deciding how to proceed.
Regards, Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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In my view, you should neither accept their offer nor provide your resignation, no matter how enticing it may be. This is because their HR policies lack coherent logic and enduring values, seeming to adapt conveniently to the circumstances.
Moreover, it would be highly unethical to abandon the new company that has acknowledged your value and is prepared to invest in you. It is essential to think logically and not be swayed by temptations when deciding how to proceed.
Regards, Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Counteroffer Strategy
A counteroffer is merely a strategy to prevent the exit of an experienced employee. I would not show a letter from another organization to my current employer. Take a peaceful exit and move on to a new organization. You have skills and capacities; use them to grow in a new place while respecting your current organization. The whole situation appears to be a case of dilly-dallying and flip-flops. HR policies cannot be so flexible that one day something is told and another day something else is tailored.
From India, Pune
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A counteroffer is merely a strategy to prevent the exit of an experienced employee. I would not show a letter from another organization to my current employer. Take a peaceful exit and move on to a new organization. You have skills and capacities; use them to grow in a new place while respecting your current organization. The whole situation appears to be a case of dilly-dallying and flip-flops. HR policies cannot be so flexible that one day something is told and another day something else is tailored.
From India, Pune
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Handling Offer Letters and Resignations
There is no worth in sharing the offer letter with the present HR; instead, you should stick to your resignation. Respond to the reminder by stating that you are no longer interested in continuing to work and that the offer letter is a purely personal matter. There is no need to list your achievements for the following year. Do not be swayed by sweet words.
Promotion Decisions
The promotion is a departmental matter decided by the Head of Department (HOD) in collaboration with HR, determining who is due for promotion and an increment. It is best not to remain in a state of uncertainty; stick to your decision to leave for a new job.
From India, Mumbai
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There is no worth in sharing the offer letter with the present HR; instead, you should stick to your resignation. Respond to the reminder by stating that you are no longer interested in continuing to work and that the offer letter is a purely personal matter. There is no need to list your achievements for the following year. Do not be swayed by sweet words.
Promotion Decisions
The promotion is a departmental matter decided by the Head of Department (HOD) in collaboration with HR, determining who is due for promotion and an increment. It is best not to remain in a state of uncertainty; stick to your decision to leave for a new job.
From India, Mumbai
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The million-dollar question: What do you want?
I understand your concerns. The million-dollar question is: what do you want? What is good for you not just today but for the long term—say 10 years from now? Take a holistic view; do not pay the cost for the present company's mistakes or their HR. In the same company, you may save the cost of re-establishing yourself.
Consider prospects and job satisfaction
Also, check on prospects available in both companies. How much are you enjoying your work—do they have work of your interest too? Are there any other issues you are facing in the current company?
Remember, it is your career, future, and life, so do what you think is good for you.
From India , Mumbai
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I understand your concerns. The million-dollar question is: what do you want? What is good for you not just today but for the long term—say 10 years from now? Take a holistic view; do not pay the cost for the present company's mistakes or their HR. In the same company, you may save the cost of re-establishing yourself.
Consider prospects and job satisfaction
Also, check on prospects available in both companies. How much are you enjoying your work—do they have work of your interest too? Are there any other issues you are facing in the current company?
Remember, it is your career, future, and life, so do what you think is good for you.
From India , Mumbai
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