Counter Offer: What to Do If People Want to Leave and You Don’t Have Budgets to Offer More

Counter Offer: What to Do If People Want to Leave and You Don’t Have Budgets to Offer More

Retaining top talent is one of the biggest challenges for businesses in the Building Services sector, including Fire, Security, HVAC, Vertical Transportation, and Water Systems. When an employee signals their intention to leave, your first instinct may be to offer a higher salary to keep them. But what happens when budgets are tight, and offering more money isn’t an option?

The good news is that salary isn’t always the deciding factor for employees. In fact, studies show that many workers prioritise factors such as career growth, flexibility, and recognition over monetary compensation. Moreover, retaining employees is significantly more cost-effective than hiring new ones. Research shows that replacing an employee can cost up to 213% of their annual salary for senior positions, while retaining staff reduces turnover costs and boosts morale[4]. Here’s how you can navigate these situations and retain talent without stretching your budget.


1. Understand Why They Want to Leave

The first step in addressing an employee’s potential departure is understanding their reasons for wanting to leave. Is it purely about salary, or are there underlying issues such as lack of career progression, dissatisfaction with management, or personal circumstances?

What You Can Do:

  • Schedule a One-to-One: Have an open and honest conversation to understand their motivations.

  • Identify Pain Points: Are there aspects of their role or the workplace culture that could be improved?

  • Show Empathy: Employees are more likely to stay if they feel their concerns are genuinely heard.


2. Offer Career Development Opportunities

One of the most common reasons employees leave is the lack of clear career progression. Research indicates that 85% of employees cite career growth as a top reason for leaving their jobs[4]. If you can’t offer more money, offering a path for growth can be just as compelling.

What You Can Do:

  • Upskilling and Training: Provide opportunities for employees to learn new skills or gain certifications, particularly in emerging areas like IoT, AI, or green technologies.

  • Internal Promotions: Where possible, outline a clear path to promotions and expanded responsibilities.

  • Mentorship Programmes: Pair employees with senior team members to support their career growth.


3. Emphasise Work-Life Balance and Flexibility

In today’s workplace, flexibility is one of the most sought-after benefits. Many employees would choose flexible working arrangements over a pay rise. In fact, 78% of job seekers prioritise work-life balance over salary[4].

What You Can Do:

  • Flexible Hours: Allow employees to adjust their working hours to suit their personal lives.

  • Remote Work Options: If their role permits, offer the ability to work from home or other remote locations.

  • Wellness Initiatives: Introduce benefits like mental health support, gym memberships, or wellbeing days to show you care about their work-life balance.


4. Strengthen Recognition and Appreciation

Sometimes, employees leave simply because they don’t feel valued. Recognition doesn’t have to cost a penny but can make a significant difference in employee satisfaction.

What You Can Do:

  • Regular Feedback: Acknowledge their contributions during team meetings or in one-to-one reviews.

  • Celebrate Milestones: Recognise work anniversaries, project successes, and individual achievements.

  • Peer Recognition: Create a culture where colleagues can also recognise each other’s efforts.


5. Tailor Perks to Their Preferences

Employees value different things, so understanding what matters most to them can help you offer perks that resonate.

What You Can Do:

  • Additional Leave: Offer extra days off as a reward for loyalty or exceptional performance.

  • Professional Development: Fund attendance at industry events, conferences, or training courses.

  • Non-Monetary Benefits: Consider options like flexible benefits packages, mentorship programmes, or access to industry networking opportunities.


6. Reassess Their Role

If an employee is considering leaving, they may feel stagnant or underutilised in their current role. Sometimes redefining their position can reignite their passion for the job.

What You Can Do:

  • Offer New Challenges: Assign them to new projects or roles that align with their skills and interests.

  • Expand Responsibilities: Provide leadership opportunities or involve them in decision-making processes.

  • Involve Them in Strategy: Engaging employees in long-term company goals can increase their sense of purpose.


7. Build a Culture That Retains Talent

Retention isn’t just about reacting to a resignation letter—it’s about building a workplace culture that makes employees want to stay. Industries with high retention rates often have strong cultures; for example, the construction sector has one of the highest average employee tenures at 4.4 years[1][2].

What You Can Do:

  • Promote Transparency: Keep employees informed about company goals, challenges, and achievements.

  • Foster Collaboration: Build a team-oriented environment where everyone feels part of something bigger.

  • Encourage Feedback: Create an open-door policy where employees can voice their concerns without fear of judgment.


It’s About More Than Money

Retaining employees in a competitive industry like Building Services is challenging, especially when budgets are tight. However, by focusing on career growth, flexibility, recognition, and workplace culture—while also understanding the financial benefits of retention—you can create an environment where employees feel valued and motivated to stay. Remember that replacing an employee can cost up to twice their annual salary[4], making retention not only a cultural priority but also a financial imperative.

At Cento, we specialise in helping businesses attract and retain top talent across Fire & Security, Vertical Transportation, HVAC, and Water Systems. Whether you’re looking for recruitment support or strategies to improve retention, we’re here to help.


Call to Action

Ready to future-proof your workforce? Contact us at admin@centogroup.com or call 01509 615 290 to discuss how we can support your talent strategy

 

References

  1. The Construction Index - "Construction Leads on Employee Retention Rates"
    Construction leads on employee retention rates

  2. BDC Magazine - "Construction and Property Industry Has Second Highest Staff Tenure"
    Construction and property industry has the second highest staff tenure, new data reveals

  3. Circle HR - "Employee Retention Statistics and Figures To Know in 2024"
    14 employee retention statistics and figures to know in 2024 (UK) — Circle HR

  4. BuildEmpire - "21 Employee Retention Statistics To Note in 2025"
    21 Employee Retention Statistics to Note in 2025 - BuildEmpire

Citations:
[1] Construction leads on employee retention rates
[2] Construction and property industry has the second highest staff tenure, new data reveals
[3] 14 employee retention statistics and figures to know in 2024 (UK) — Circle HR
[4] 21 Employee Retention Statistics to Note in 2025 - BuildEmpire
[5] UK: construction industry employees 2024 | Statista
[6] construction and property industry has the second highest staff tenure, new data reveals.