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Risky Business. Don’t Go Back.

Your stomach? Been there, done that. It didn’t work, don’t do it again.

Conscience: “You really shouldn’t be doing this. It didn’t work before, why would it work the second time?”

You: “Well, let’s give it another go. Maybe things will be different this time. We have to make sure that they are. It will all work out fine.”

Cartoon of a man running, a sign resign job

Some of us have experienced this in our personal lives, others may have experienced it in our professional lives – there are even a few poor souls out there who experience this loop over and over again. The definition of insanity is doing the same thing over and over again and expecting different results.

Just as returning to an ex-partner is often ill-advised, accepting a counter offer from your company after you have resigned is equally bad judgement. It is universally recognised that once you have decided to leave a company, there is no going back. No amount of persuasion, financial incentive or extra management responsibility should be able to persuade you otherwise.

However, it is ever so easy to be lured into the emotional trap. After the last few months of hell in your company, culminating in your resignation, suddenly they are being nice to you again, telling you how essential you are and how they can’t do without you. This is designed to make you think twice, and it plants a seed of doubt in all but the strongest of minds.

exit sign with a cartoon man leaving the place

 

You never knew that they cared about you so much? Well, I’ll let you into a secret - they don’t. Just as a shocked partner might insist that they “really love you” at the point of no return, so might a company do anything to persuade you to stay, at least until they have found a suitable replacement.

89% of people that accept a counter-offer leave within the next year. You have broken the bond of trust and, like a jilted partner, the company will very seldom forgive. Once a trust is broken, it will never be fully restored. Nagging doubts will always linger.

So, when you resign, be resolute in your intentions. Do it in writing. Don’t enter into discussions about a potential rethink. Be consistent in what you tell management and your colleagues. You are moving on; it happens all the time, such is life. Don’t let it get personal, remain professional and make a smooth transition to your next role. You’ll be respected as someone that knows their own mind, and you won’t be burning any bridges.

The decision to leave part of your life behind is never an easy one. Embarking into an unknown future is a far more difficult path than keeping the status quo.

Yes, making a change is risky. However, how much riskier are the consequences of deciding to stay?

Written by Lee Narraway

If you would like to discuss this then please get in touch with me and leave your comments:

Phone: 01925 747 712 Email: lnarraway@procorerec.com LinkedIn: linkedin.com/in/leenarraway Website: www.procorerec.com

A Short Example of Managing Larger Scale Recruitment Projects

On many occasions I have been asked to provide teams of employees of various levels in order to facilitate the opening of a new site, on one of these occasions our client was building a new paper and packaging machine based in the North West. We were asked to provide all of the level 1 and level 2 operators along with the engineering teams for the facility. man planning

The added complication was that all the level 1, level 2 and the engineering teams then had to fly out to Spain to carry out 12 months of training.

This resulted in really narrowing the market making it very demanding to find the right skill set in the first place and then to add the availability for to travel to Spain really cut the market tight. However it just two months we were able to supply them with 60 level 1 and 2 operators and nine engineers to fly out to Spain to carry out the training.

Since, the relationship with the client has developed and we have been responsible for placing around 80% of the people on site, we have an ongoing relationship with them which means as and when the company grows we are then asked to provide new different skills to accommodate the new demands that the company faces.

construction workers

This isn't the only occasion on which we've done assignments like this, the Engineering and Maintenance Company that won the maintenance contracts for the paper machine was a very large Finnish Engineering company.

The Engineering company needed a team of 40 people on site to run their contract for the OEM and we provided everybody for the project apart from the site manager who was an internal candidate. From technicians, engineers, administration, planning, reliability, condition monitoring and predictive maintenance we provided the whole team.

I think in recruitment you are only as good as your last job so to have kept these important clients for many years is the perfect testimony for our business.

recruitment picture cv

We're still providing the same company with engineers for different sites and facilities that they win maintenance contracts for.

When looking to complete project work like this the benefit of using one company to provide the whole solution is the ability to see the whole picture and blend culture and skills together. Bringing different levels of experience to bear alongside the type of cultural fit that a client may have a need for can only be achieved with this wholesome view.

Check here our Recruitment Solutions and Client Services.

Written by Lee Narraway

If you would like to discuss this then please get in touch with me and leave your comments:

Lee Narraway Phone: 01925747712 Email: lnarraway@procorerec.com LinkedIn: linkedin.com/in/leenarraway Website: www.procorerec.com