Making a counter counter-offer?

I would make an offer between the initial one and her current counter offer (assuming she is worth it and hot). At the end of the day she must know her current company is just buying time and might pay more now but won't be increasing her salary any time soon.
 
Valuable employees are worth their weight in gold. If she's worth it to your company, pay her what she's asking, and make it clear that you expect your pound of flesh (and hopefully you have the mechanisms and metrics to measure that). If she's coming through an agency and you're liable for fees, tell them you'll pay half now and the bal in 6 months, provided she's still with you. I have some respect for people who have a record of performance and can negotiate their own salary ... but I'm suspicious of those who play one offer against the other - they should just say what they require and negotiate for that. Orange flag raised. Depending on the person I'd offer sightly less and promise to review in 6 months based on performance.
 
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My Opinion, if she is really that good. Keep the offer as is , but offer a salary review in 3 to 6 months based on her performance that will bring her package inline with the counter offer.
 
If you can afford it and she's worth it, then I say match it. Nothing more and make it clear that that is the last offer.
If she wants to move for any reason other than money, then she will accept it.
At the end of the day, it business. You buy loyalty, otherwise get a dog.
 
Good advise all round, thanks!

So I'll match the offer and increase the probation period from three to six months with some well defined KPA's up for review in 6 months. Someone here said if she's that good then she's worth it. So here we go!
 
AlphaBravo said:
Good advise all round, thanks!

So I'll match the offer and increase the probation period from three to six months with some well defined KPA's up for review in 6 months. Someone here said if she's that good then she's worth it. So here we go!
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Good decision
 
MickeyD said:
As a matter of principle I never counter-offer.

If an employee wants to leave then they can go. Nobody is irreplaceable, even though you may suffer a bit of a disruption while finding a replacement. I used to climb in and assist while this was happening.
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+1

Never ever horse trade!
 
F1 Fan said:
I don't really see what's wrong in what's shes doing....it's business... you have a skill set...and you sell it to the highest bidder.... BUT also depends on what is meant by "accepted". If she fully committed to taking the job from you, and is now turning, then it is unethical and you should let her go.
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Mmmm and then she accepts OP's counter -counter offer, spends 6 months at the new company and then requests an increase because she found a new job with a higher salary.

Yes it's business as usual for the employee, way to much disruption for the employer
 
F1 Fan said:
So you telling me if a company offered you a much higher salary (and assuming you would get job satisfaction), you would not leave a company after 3 months?

Please...
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Entirely dependant on whether you are looking at it from the employee or employer situation.

The OP was the employer, hence my comments were based selfishly from that point of view.

Had OP been the employee my view would have been the same as yours.
 
Arthur said:
Valuable employees are worth their weight in gold. If she's worth it to your company, pay her what she's asking, and make it clear that you expect your pound of flesh (and hopefully you have the mechanisms and metrics to measure that). If she's coming through an agency and you're liable for fees, tell them you'll pay half now and the bal in 6 months, provided she's still with you. I have some respect for people who have a record of performance and can negotiate their own salary ... but I'm suspicious of those who play one offer against the other - they should just say what they require and negotiate for that. Orange flag raised. Depending on the person I'd offer sightly less and promise to review in 6 months based on performance.
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To play devil's advocate here, don't companies do the exact same thing with prospective employees? Play one against the other to see who would offer the most value for the least amount of money?
 
Skywalker786 said:
Entirely dependant on whether you are looking at it from the employee or employer situation.

The OP was the employer, hence my comments were based selfishly from that point of view.

Had OP been the employee my view would have been the same as yours.
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Right, so you're a fairweather poster... :p

There's no right or wrong answer here. Agreed with the posters who mentioned that if her skills are that badly needed, make the counter. Otherwise let it go...
 
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