Roberts & Gill a global provider of recruitment, corporate renewal and turnaround services, today announce the promotion of Laurie Jewett, to Vice President, Projects, effective immediately. In this new role Laurie will lead the companies projects efforts as well as play a key role in strategic planning for new customers. Ms. Jewett has been with Roberts and Gill for seven years where she has held multiple roles within the organization.

Ms. Jewett has 13 years of outsourcing experience in the BPO, RPO, ITO, and Healthcare space. Prior to joining Roberts and Gill she spent six years with Salience a pioneer in the sales force outsourcing industry. During her tenure at Salience she served in a number of general management positions.

Robert Stockard, CEO of Roberts and Gill, stated, “We are very fortunate to be able to add to our executive team such a talented professional. She has a wealth of knowledge and experience in the outsourcing industry. With her prior experiences Laurie brings a deep understanding in all aspects of the recruitment outsourcing sector as well as intimate knowledge of the underlying principles of the Roberts and Gill business systems”.

While counter-offers may be tempting and even flattering, there can be pitfalls that you need to be aware of. Ask yourself these questions:

• Will your loyalty always be in question?
• If there are future cutbacks, will you be the first to go because of concerns about your loyalty?
• 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?
• Will your career track remain blocked if you accept it?
• Will your responsibilities be expanded?
• Will you have to report to a person you don’t respect?
• Will you receive next year’s raise or bonus early?
• Is the counter-offer a ploy to avoid a short-term inconvenience by your employer?
• What are your realistic chances for promotions now that you have considered leaving?

Counter Offer Statistics

According to national surveys of employees that accept counter-offers, 50-80 percent voluntarily leave their employer within six months of accepting the counter-offer because of unkept promises. The majority of the balance of employees that accept counter-offers involuntarily leave their current employers within twelve months of accepting the counter-offer (terminated, fired, laid off, etc.).

As attractive as counter-offers may appear, they greatly decrease your chances of achieving your career potential.