There are many avenues that can lead a person to look outside their present employer for their next career opportunity. Regardless of whether you initiated your search on your own or with the assistance of a third party recruiter, it remains clear something inside you believed there was a better way to achieve your career aspirations, which led to the pursuit of the interview.

If you received an offer and now face the realization that you need to close one chapter of your professional career in order to start the next chapter, doubts may start to creep in. You may begin to feel guilty about leaving your existing company, you may just not be good at letting people down, "my department is down one person already they certainly could not handle me leaving also..." You get the picture. This is normal: humans are designed to resist change, even if that change is good for us.

There are two thought processes to consider that will help you navigate these emotions not if, but when, they begin.

First, like most people, you devoted considerable thought to developing your resume and committing to interviews with the future employer. At the end of the interview process you should have gained considerable knowledge about the company and the position. Enough so that the mere mention of an offer creates anticipation and excitement. These thought processes took weeks to complete and were surely based on the fact that there was a better position with better pay awaiting you. Understand that it is human nature to resist change and that every person before you who has changed employers has come face to face with this exact situation. Think for a moment about what you wanted to achieve in looking outside your present employer: greater challenge, reduced commute, better pay or benefits, promotion or desire for a new environment to learn and grow in. Whatever your goal, is it being met with your future employer? If so make a rational decision about your future.

Secondly, it is important to understand the dynamics and risks associated with accepting a counteroffer. Before even contemplating that tempting counteroffer, consider the results of a study recently published in the Wall Street Journal. In this study conducted over a three year period, over 5O% of the individuals receiving counteroffers after turning in their resignations accepted them. Within eighteen months, 93% of those accepting counteroffers had left, some voluntarily and some fired. All of the remaining 7% were actively seeking new employment. .

Counteroffers are presented in a tempting and flattering manner, but it is important to ask yourself the following questions.

1. Will your loyalty always be in question?
2. If there are future cutbacks, will you be the first to go because of concerns about your loyalty?
3. If you accept the counter-offer for more money, are you just giving your employer the time they need to locate and select your replacement?
4. Will your career track remain blocked if you accept it?
5. Will your responsibilities be expanded?
6. Will you have to report to a person you don't respect?
7. Will you receive next year's raise or bonus early?
8. Is the counter-offer a ploy to avoid a short-term inconvenience by your employer?
9. What are your realistic chances for promotions now that you have considered leaving?