As conversations around employee retention grow louder in boardrooms, understanding what truly drives men to stay in their roles is more important than ever. At Iceberg, we recently ran a LinkedIn poll asking:
“If you resigned from your current job and your employer counter-offered with one of the below options, what would convince you to stay?”
The results were both revealing and a powerful reflection of current priorities in the male workforce:
💰 1. Money Talks: 71% Chose a 20–25% Pay Rise
A clear majority—71%—said they would reconsider their resignation if offered a significant pay increase. This isn’t surprising. With rising living costs and a competitive job market, men are increasingly motivated by financial growth.
But the size of the desired raise—20–25%—is telling. It suggests that small gestures aren’t enough. Employers hoping to retain talent through counter offers need to make it meaningful, not marginal.
🏠 2. Flexible Work Matters: 17% Chose 3–4 Days WFH
The pandemic-era shift to remote and hybrid work has clearly left a lasting impact. 17% of respondents said they’d stay in their current role for more flexible working arrangements, such as working from home 3–4 days a week.
For organisations that can’t always compete on salary, flexibility is becoming a powerful retention lever.
🧑💼 3. The Title Temptation: 12% Chose Promotion or New Title
While salary often wins, 12% of men would stick around for a promotion or title change. This reflects a desire not just for money, but for recognition and growth. Career progression remains a strong motivator—particularly when tied to influence, status, or new responsibilities.
👶 4. Parental Benefits: Just 1% Chose Full Pay Paternity Leave
Surprisingly, only 1% said full pay paternity leave would persuade them to stay. This low figure may reflect broader cultural or financial realities—such as the perceived stigma of taking leave, or the belief that salary gains outweigh short-term benefits.
That said, employers should not dismiss the importance of inclusive family policies. While not a top driver in this data, paternity leave plays a crucial role in workplace equality and long-term employee satisfaction.
🔍 Key Takeaways for Employers:
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Competitive salaries are still the #1 retention tool—but must be substantial to move the needle.
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Flexibility and career growth are not far behind and can differentiate you from competitors.
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Understanding individual motivations is key—what keeps one employee may not matter to another.
🧠 Final Thought:
Counter offers can be effective—but only when they align with what talent really wants. And as this data shows, what men in the workforce want isn’t just a better title or benefit. They want to feel valued—both financially and personally.
Iceberg is Melbourne’s go-to recruitment company! Specialising exclusively in recruiting for digital, marketing, PR, digital, experiential & advertising jobs. Permanent, freelance and contract roles are available! Sign up for our weekly newsletter HERE.
