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Simple answer, no.
Realistically it totally depends on your relationship with your company.
There’s nothing promising they will pay you that new increased salary for the rest of the year - meaning they could give you a 100k raise to stay, all while they are actively looking to backfill you in the next 2 months. Money is a bandaid most of the time - currently working 2 confidential searches for this reason.
Also don’t forget why you started to look for a new job in the first place - why weren’t you valued until you threatened to exit?
Also just realized you are a marketing manager - there are hundreds of marketing managers looking for work right now, so you can be backfilled likely for cheaper pretty quickly.
Given the mass layoffs across omnicom/ipg, as a Publicis recruiter our inboxes are flooded with marketing managers looking for their next role.
Now isn’t the time to accept a counter
I've always been skeptical of that idea. If you need to get a better offer to be shown respect by your employer, something is fundamentally wrong and there's good reason to leave. There could be exceptions to that, such as people who say they looked for other jobs hoping to get a counteroffer. As general concept, however, it's a bad idea.
There are definitely situations where accepting a counteroffer makes sense. It really depends on your situation. I accepted one, and it worked out well for me. It was a smaller company that was still figuring out structure and compensation, and I didn’t want to wait forever. They started making clearer decisions, and that timing ended up working in my favor.
I accepted offers, but not to stay in the same role / team. I guess that's the defining factor. If the budget was available to do the exact same thing, it will be hard to justify with you, your manager, your manager's manager. If on the other hand you accept to stay but do something different, that's a whole different thing!
Sometimes, but only if the reasons you wanted to leave are truly being fixed, not just the salary. Most counter offers solve short term retention, not long term growth or culture issues.