You have finished the interview process and are waiting for an offer.
In order to accept the offer on the spot (strongly recommended), you need
to know what the right offer will look like. We do not recommend you assume
you'll "know it when (you) see it." Ask yourself these questions and know
where you stand.
(Disclaimer: It is hoped that the information
provided on these web pages will be helpful to readers. We assume that readers
understand that any advice must be weighed against an individual's situation.
Some of the information on these pages may be inappropriate
for your circumstances. So use your head! Neither John Barry nor Jim
Thomas nor Linda Tuerk can be held responsible for an individual's
particular use of these suggestions.)
The Checklist:
What are my chances of success here? Look at the chances for project,
departmental, corporate, and personal success.
What can I learn, and will that be marketable? Position yourself defensively
for the next unexpected layoff.
How has this company historically responded to stock price fluctuations?
(Cancellations of expensive projects? Layoffs?) Am I comfortable with that?
What has been the rate of turnover for Directors, Managers, and staff on
this project? Can I succeed where others have failed? Can this group
turn around?
How is growth managed, if at all? Do the executives draw a line when it comes
to their own long hours?
How much has this company invested in this department/function/product line
in the past? (Is this a sudden shift? Is it genuine?)
What obstacles/challenges are acceptable, or even fun for me to tackle? Which
might be a hindrance to my success?
Where are the political problems in the peer group or user community? Are
they surmountable?
Is the training budget sufficient? Is the company in favor of career development,
or does it have a history of denying training to its employees while hiring
expensive contractors and system integrators?
What corporate cultures am I comfortable in (Meeting intensive? Virtual offices?
Consensus management? E-mail or voice mail? Offices or cubicles?) And does
this opportunity appear to fit my preferences?
How will my daily life be affected? Is the commute OK? Will I still be able
to take that class on Saturday mornings? Will daycare be affected? If these
are impediments, how much more does the offer need to be to balance these
potential sacrifices?
How much supervision do I want? What are my definitions of micro management
and neglect? What is the management style I can expect and will that be a
good fit?
What is my honest level of ambition? (We live in a wacky time when 20% annual
growth is considered mediocre; but if you are comfortable in that environment
don't try to talk yourself into a company growing out of control. Let the
adrenaline junkies take those jobs.)
Have I confirmed everything, everything your headhunter told me about
the company, opportunity, manager, benefits, and perquisites? Have I met
with Human Resources and fully answered any questions about benefits? (If
you are not being allowed to meet with Human Resources, why? Do not assume
any Corporate Benefits information is current unless HR provides it.)
Is the perspective of customers, management, and staff reasonably
consistent? (Remember that before accepting an offer, you should ideally
be introduced to at least two levels of management above your position, a
representative of other departments you might work closely with, and one
or two members of your peer group. If you are not meeting enough people to
make an intelligent decision, walk away. Ideally, management candidates should
meet with at least two key executives, two peers, and at least two subordinates
from the department/team they will inherit.)
For Managers: Will I be given the budget, the headcount, and the time to
accomplish what I have been hired to do? (Remember: "You can't take nine
women and have a baby in one month!" If the company wants you to build a
department, but will not allow you to use recruiters, will you have the time
to do the recruiting yourself? Discover potential obstacles like these in
advance so that you can choose your battles.)
Considering the risk involved, and the affect on my quality of life, at what dollar figure will I be happy to accept this job? If it is $1000 less will I turn it down? (Revise until fine tuned, and accept an offer that meets or beats it. If you don't have certain questions answered, get them answered before the offer. You will probably have different salary requirements for different positions/companies.)
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(NOTE: Overkill from all these questions is possible, but very rare. |
RESIGNATIONS, COUNTEROFFERS, AND YOUR REPUTATION
It is best for your reputation that you stick with your decisions, but don't be surprised by feelings of homesickness as you near your last day. I call this "Summer Camp Syndrome": children sign up to go to summer camp in the Spring, but in June they don't want to get on the bus. They hate it and write home constantly the first week; then they have transitioned, they are having a ball and never want to come home! Leaving a company can look just like this.
Industrial psychologists know you are vulnerable during your last two weeks.They
often coach managers to give counteroffers the day of your staff lunch when
sentiment is high. Don't be flattered: your resignation is very inconvenient
for your boss, and expensive for the company.
Studies show repeatedly that nearly all accepted counteroffers result in
that person's termination or resignation within six months. Another downside
of accepting a counteroffer: you have just made a new enemy at the company
who took you at your word, and this is a very small world. A reputation for
random "tire kicking" and counteroffer manipulation will do you harm. There
is a big difference between staying abreast of the market quietly and entering
serious negotiations indiscriminately. If you have made a mature decision
that the new opportunity is a good one for you, stick with your decision.
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Copyright Linda J. Tuerk 1997, 1998, 1999. All rights reserved.