He was offered a salary that was just Rs 2,000 higher than his previous. Two months later, he has the last laugh: ‘Do not disregard…’

A candidate was left disappointed when the HR manager offered him a salary that was just slightly higher than his previous salary. The manager coaxed him to join the company due to plenty of learning opportunities that could fast-track his career. However, the frustration of a low salary remained with him and led to his resignation just two months later. Taking to LinkedIn, entrepreneur Kanika Jain shared the anecdote.

The job candidate wanted a salary of Rs 75,000 based on his skills, certifications and experience. But he was offered a salary of Rs 60,000 just a meagre upgrade from his Rs 58,000 salary in previous workplace. The HR asked him to accept the job to get learning opportunities. Here’s what happened next.

The employee gradually took on more assignments along with increased responsibilities as the role expanded. Despite the growing demands, every task was completed efficiently, performance remained outstanding, and all project deadlines were achieved without fail. Even so, these efforts went unnoticed, and instead of appreciation or fair compensation, the workload continued to increase significantly.


Eventually, the professional secured a new employment opportunity that offered a monthly salary of ₹85,000. Seeing a better future elsewhere, the employee decided to submit a resignation.

Only after the resignation was announced did the manager express regret, suggesting that the company might have been able to improve the situation if the employee had raised the issue earlier.

However, the employee's experience painted a different picture. At the time when recognition, meaningful discussions, and appropriate compensation would have made a difference, the organisation had failed to take any action. The concern was not the absence of opportunities after the resignation but the lack of support when the employee was still committed to the company.

The key takeaway is that employers should never underestimate or dismiss the value professionals place on their own skills and contributions.

Using promises of future learning, career growth, or experience as a substitute for fair pay often creates an unhealthy workplace culture where employees feel undervalued and exploited.

Exceptional professionals remain loyal to organisations that acknowledge their contributions with genuine respect, appreciation, and equitable compensation—not simply because they have spent a long time with the company.