Insights for NetSuite end users

Whatever the NetSuite role, use our guide to benchmark your salary, or to uncover what you should be paying employees in your team.

Attraction and retention

While the digital skills gap within the NetSuite ecosystem has traditionally put the balance of power in the hands of professionals when it came to recruiting, the financial uncertainty across the last 18+ months has certainly helped even things out. Firms have taken a more stringent approach to spending that has reduced the options available to high caliber candidates.

However, with digital transformation set to remain at the heart of virtually every business strategy, the future could be about to shift again. Regardless of how that actually looks moving forward, it’s safe to say that professionals want to have a greater say in their own career decisions—seeking opportunities that better reflect their personal beliefs and ambitions.

For employers, that makes it even more important than ever to have a finger on the pulse of what jobseekers want, as well as creating a clear employer brand that will help you stand out on the job market.

What attracts candidates to take a role?

We asked permanent employees what attracted them to their current role. With the following listed as factors in making the decision:
Better salary and compensation package than my previous role 49%
Opportunities for career progression, development, or a defined career path 48%
For personal development/to expand my skill set and experience 44%
For a better work-life balance 29%
For a new challenge 28%
To work for an organization with values that align with my own 23%
To escape a toxic company culture/for a better company culture 23%
To gain flexibility in my working hours 21%
The chance to work in a challenging role or on a challenging project 19%
The new role was a promotion 18%
To work for a prestigious organization with a great reputation 18%
The opportunity for hybrid or remote flexibility 16%
To pursue a leadership position 14%
To work in a different industry 11%
Other 8%
Better salary and compensation package than my previous role 49%
Opportunities for career progression, development, or a defined career path 48%
For personal development/to expand my skill set and experience 44%
For a better work-life balance 29%
For a new challenge 28%
To work for an organization with values that align with my own 23%
To escape a toxic company culture/for a better company culture 23%
To gain flexibility in my working hours 21%
The chance to work in a challenging role or on a challenging project 19%
The new role was a promotion 18%
To work for a prestigious organization with a great reputation 18%
The opportunity for hybrid or remote flexibility 16%
To pursue a leadership position 14%
To work in a different industry 11%
Other 8%

 

 

Similar to our last survey, 91% of permanent employees tell us that, salary aside, workplace benefits are important when deciding whether or not they will accept a job.

What are the top 10 perks that entice a candidate to accept a new role?

Respondents were asked to identify the top three perks that would influence their decision to accept a job offer. The most valued perks include being rewarded for a job well done, a positive work environment that supports work-life balance, and a commitment to employees’ wellbeing.
The other prized benefits include:

1. Bonus (monthly/biannual/year-end bonus) *

57%
2. Homeworking

30%
3. Health/medical insurance

29%
4. Four weeks or more paid time off

24%
5. Retirement savings plan/401(k) Match/pension contributions

18%
6. Flexible working hours

15%
7. Accommodation/housing allowance

13%
8. Shares in the company/reduced priced shares in the company

11%
9. Training and development opportunities

10%
10. Air travel tickets

7%

*It’s worth noting that bonuses structures differ considerably across the NetSuite community, both in terms of the amount offered and the frequency that it’s paid. Junior positions generally receive smaller bonuses compared to senior roles, while established positions often come with more substantial financial rewards.

End users typically provide their permanent employees with annual or bi-annual bonuses, whereas NetSuite partners or ISV employees may enjoy more frequent bonuses and greater incentives that are tied to billable hours.

Linkedin Poll

We asked NetSuite professional which of these perks they’d most like to see implemented in their current workplace*. Use these insights to boost your attraction and retention by understanding how to make your workplace more appealing not just to prospective employees, but to your current staff too.
Choose your own hours
41%
Unlimited PTO
27%
Home office budget
21%
Gym membership
11%
*Data from a poll conducted on Anderson Frank’s LinkedIn in July 2024.

Are employees looking to change employer?

Almost half (49%) of respondents in permanent roles expect to work for their current employer in the coming year, while 20% are actively looking for a new role. A further 10% expect to leave but aren’t currently job hunting, and the remaining 21% are unsure if they will stay or go.

Intent to move employer is higher among those unsatisfied with aspects of their role.
Those dissatisfied with their job overall Those dissatisfied with their career progression Those dissatisfied with their salary
I plan to stay with my employer 7% 23% 19%
I am actively looking for a new role 50% 43% 30%
I expect to leave my employer, but I’m not currently job hunting 29% 20% 19%
Not sure 14% 14% 32%
I plan to stay with my employer – 7%
I am actively looking for a new role – 50%
I expect to leave my employer, but I’m not currently job hunting – 29%
Not sure – 14%
I plan to stay with my employer – 23%
I am actively looking for a new role – 43%
I expect to leave my employer, but I’m not currently job hunting – 20%
Not sure – 14%
I plan to stay with my employer – 19%
I am actively looking for a new role – 30%
I expect to leave my employer, but I’m not currently job hunting – 19%
Not sure – 32%

What motivates an employee to consider a new role?

When it comes to considering whether to look for a new role, the top reasons given by respondents are:
An increase in earnings

67%
Lack of career and promotional prospects

46%
Working environment/company culture

35%
Lack of leadership and vision

30%
A need for new challenges

30%
I'm underutilized in my current company

28%

On average, those primarily motivated to change roles by a pay rise would expect a 29% increase on their current salary.

How likely are professionals to accept a new role that involves working in the office five days a week?

Likely
44%
Neither likely nor unlikely
23%
33%
Unlikely

Among those who are currently offered some level of remote working, 33% are unlikely to accept a role that involves working in the office five days a week.

Takeaways for leaders

While the list of reasons employees become jobseekers may seem long, a lot of it comes down to a professional’s own personal development. If that can be achieved internally, then it stands to reason that an employee will pursue that with you rather than elsewhere.
Talk to your staff, listen to their concerns, ask about their ambitions. You don’t have to second guess what your NetSuite team wants or expects from you—create a culture and environments where your employees can have an open and constructive dialogue and you’ll find out.
It doesn’t matter whether it’s through bonuses, pay increases or even promotion—employees are at their happiest when they know their work matters and there’s one surefire way to demonstrate what their efforts mean to your organization.

Motivation to move from a partner to an end user

Over two-thirds 71% (up from 63% in our previous study) of partner employees would consider working for an end user, and cited the following factors that would encourage them to make this move:

Ability to work remotely 49%
Higher earning potential 43%
Better work-life balance 40%
Better career progression opportunities 40%
Ownership over a project/system 36%
Better training and learning opportunities 34%
Possibility to develop skills across different NetSuite products 30%
Better benefits 26%
Consistency 25%
Less stress 25%
More stability 23%
Less travel 15%
Other 2%
Ability to work remotely 49%
Higher earning potential 43%
Better work-life balance 40%
Better career progression opportunities 40%
Ownership over a project/system 36%
Better training and learning opportunities 34%
Possibility to develop skills across different NetSuite products 30%
Better benefits 26%
Consistency 25%
Less stress 25%
More stability 23%
Less travel 15%
Other 2%

It’s interesting how many answers require very little financial investment to implement. The ability to work remotely is the runaway leader, with better work-life balance not too far behind earning potential. This indicates that, with the dust really beginning to settle, employees know what they want—and that’s to be able to mix home and work life in a far healthier way.

The good news for employers is that this shouldn’t really mean too much change if you’re doing things correctly already. The best approach to attracting and retaining staff has always been flexibility and treating people right. While training and development, career progression and better benefits can all require budget, they aren’t necessarily the number one way to ensure you have the best NetSuite talent in your building (or connected to it remotely!).

We also asked the 9% (down from 19%) of respondents who could not see themselves making the move to an end user why they wouldn’t consider it, and their reasons were:

I'm happy in my current role

43%
A drop in earnings

43%
A lack of flexibility with working hours

43%
Lack of variety in the work

29%
I prefer consultancy work

29%
I like working with different clients

29%
Data like this can also be invaluable as employers look at retention just as closely as attraction. Why are people staying with your business?
For partner organizations, it’s a bit of a mixed picture. Money appears to be a big motivator, but it also appears to be a cultural thing where people within the partner ecosystem are happy to continue working within it. For end user organizations who may have been looking to try and tempt someone, it means a laser focus on your employer branding is necessary to try and entice experienced partner employees.

Discover what motivates end user employees to work for a partner organization.

What do employers need to prioritize to maximize employee happiness and retention?

How satisfied are employees?

We asked our survey participants to rate their job satisfaction in a number of different areas:
Satisfied Neutral Dissatisfied
Colleagues 78% 14% 9%
Benefits 64% 22% 13%
Company culture 64% 20% 17%
Working hours 61% 22% 16%
Career progression 51% 26% 23%
Training and development 49% 30% 21%
Satisfied – 78%
Neutral – 14%
Dissatisfied – 9%
Satisfied – 64%
Neutral – 22%
Dissatisfied – 13%
Satisfied – 64%
Neutral – 20%
Dissatisfied – 17%
Satisfied – 61%
Neutral – 22%
Dissatisfied – 16%
Satisfied – 51%
Neutral – 26%
Dissatisfied – 23%
Satisfied – 49%
Neutral – 30%
Dissatisfied – 21%

This year, respondents’ satisfaction with their working hours has seen a downward trend, dropping to 61%, from 70% in our last survey, and 77% in the one prior, while dissatisfaction rose (16%, compared to 11% and 9% respectively).

It was also considered an important factor for those pursuing a move to a new role, with 42% considering leaving an employer because of a dissatisfaction with their working hours.

The percentage of respondents satisfied with their career progression has also dropped to 51%, from 64% in our last study, and more are reporting dissatisfaction with their training and development (21% dissatisfied now compared to 19% in 2024).

Curious about the training and development that NetSuite professionals desire to stay satisfied?

How do employees rate their job satisfaction year over year?

Satisfied
66%
Neutral
25%
Dissatisfied
10%
Satisfied
68%
Neutral
21%
Dissatisfied
10%
Satisfied
63%
Neutral
24%
Dissatisfied
13%
Satisfied
72%
Neutral
16%
Dissatisfied
12%
Satisfied
74%
Neutral
19%
Dissatisfied
11%
Over the past five years, job satisfaction among NetSuite professionals has fluctuated. However, our latest findings show a decline compared to our previous results. Will this downward trend continue into next year? Additionally, will current broader economic events affect respondents’ ratings?

How can you boost employee satisfaction?

Employee satisfaction is key to a successful NetSuite team, and our results show some common factors that affect this. Here’s some practical advice on how to address them:
It may still feel like we’re getting used to the ‘new normal’, but the reality is that the pandemic is far back in most peoples’ rear view mirrors. Having a more flexible approach to both working hours and location is no longer a nice to have, but an expectation. Allowing employees to shape their work day around their own personal commitments allows them a far greater work-life balance, with positive results for your business too. If someone isn’t worrying about childcare arrangements or needing to rush somewhere the second work finishes, they can focus on their job. It’s not just the right thing to do, it’s the sensible option for employers too.
The great news is that NetSuite professionals want to learn and develop and increase their knowledge base around the platform—the bad news is that employers don’t appear to be listening. Whether your investment in learning is financial, time, or ideally both, the message is loud and clear that this needs to be addressed. Helping your team get NetSuite certified is a surefire way to improve satisfaction, but even ringfencing L&D time every week and making sure this isn’t encroached upon no matter what, will go a long way to improving sentiment around this.
It stands to reason that employees who want to learn and develop, may wish to see this reflected upon their own career journey. Map out clear progression routes for your team, communicate what these look like with them directly, and ensure they have the support needed to help them achieve those goals. When peoples’ eyes are on their own progression it usually means they’re not on the exit door, which makes this such a vital component of boosting employee satisfaction.

How satisfied are employees with their salary?

Over half (52%), compared to 65% from our previous survey, of professionals are satisfied with their salary, while 17% (up from 14%) are dissatisfied.

How do employees rate their satisfaction with their salary year over year?

Satisfied Neutral Dissatisfied
2025 52% 30% 17%
2024 61% 20% 14%
2023 64% 24% 15%
2022 69% 18% 13%
2021 61% 22% 18%
2025 – 52%
2024 – 65%
2023 – 61%
2022 – 69%
2021 – 61%
2025 – 30%
2024 – 20%
2023 – 24%
2022 – 18%
2021 – 22%
2025 – 17%
2024 – 14%
2023 – 15%
2022 – 13%
2021 – 18%
The respondents who are dissatisfied with their salary cited the following reasons:
Our key findings report contains highlights from this year’s Careers and Hiring Guide, plus our salary tables allow you to compare your salary or benchmark your teams’ salaries no matter their role in the NetSuite ecosystem.

Download the key findings report