Insights for NetSuite end users
Insights for NetSuite end users
Insights for NetSuite end users
Attraction and retention
Instead, factors such as the digital skills gap and the Great Resignation have meant that employees still have a major say in their own career moves, making talent attraction and retention an area that hiring managers still need to navigate carefully.
That means it’s essential to keep a finger on the pulse, knowing exactly what motivates candidates to accept a job offer. And, perhaps even more importantly, why do they leave and how can you avoid it?
These answers also provide fuel to those individuals looking to move on, giving them an idea of the sorts of opportunities that may be available on the market as well as how to leverage that demand in order to maximize their own prospects.
The data in this section isn’t just vital for hiring managers looking to gain the edge when it comes to talent attraction, but it also helps inform professionals who may have an eye on their next opportunity.
What encourages a candidate to take a role?
- A better salary and compensation package than my previous role
- Opportunities for career progression, development, or a defined career path
- For personal development
- To pursue a leadership position
- For a new challenge
- The chance to work in a challenging role or on a challenging project
- The opportunity to work remotely
- To gain flexibility in my working hours
- To work for a prestigious organization with a great reputation
- For a better work-life balance
- To return to working with NetSuite after working with another ERP
What perks entice a candidate to accept a new role?
*Bonus structures can differ widely across the NetSuite community, both in the amount offered and the time it’s paid. Junior positions generally entail smaller bonuses compared to senior roles, while established positions offer more substantial financial rewards. End users typically provide their permanent employees with annual or bi-annual bonuses. Conversely, NetSuite partners or ISV employees may enjoy more frequent bonuses and greater incentives tied to billable hours.
Are employees looking to change employer?
More than half (56%) of respondents in permanent roles expect to work for their current employer in the coming year, while 25% are actively looking for a new role. A further 6% expect to leave but aren’t currently job hunting, and the remaining 13% are unsure if they will stay or go.
When we take into account those that are not satisfied with their role, this raises to 76% actively looking to move, 12% with some intention to switch employers but they’ve made no steps to do so, while only 12% are happy to stay.
Almost half (48%) of those looking to leave their employer within 12 months said they would be unlikely to accept a role that involved working in an office five days a week.
What perks entice a candidate to accept a new role?
| 1 | Lack of career and promotional prospects | 38% |
| 2 | Lack of salary increase/earnings increase | 38% |
| 3 | Working environment/company culture | 34% |
| 4 | Lack of leadership and vision | 28% |
| 5 | To pursue a better work-life balance | 26% |
| 6 | I'm underutilized in my current role/company | 24% |
| 7 | Need a new challenge | 22% |
| 8 | Desire/ability to work remotely | 22% |
| 9 | I wanted to pursue more interesting/valuable work | 22% |
| 10 | I'm underappreciated in my current company | 20% |
Takeaways for leaders
Hold regular 121s, in an environment where an employee can talk openly. Listen to their concerns, ask about their ambitions. It’s not your job to second guess what your team want, but it’s the easiest way to gain insight into what they need from you, as well as going a long way towards creating a culture they want to be a part of.
Motivation to move from a partner to an end user
Over two-thirds (63%) of partner employees would consider working for an end user, and cited the following factors that would encourage them to make this move:
| Higher earning potential | 53% |
| Better work-life balance | 47% |
| Better career progression opportunities | 40% |
| Possibility to develop skills across different NetSuite products | 30% |
| Ability to work remotely | 28% |
| Less stress | 28% |
| Better training and learning opportunities | 26% |
| Consistency | 23% |
| Ownership over a project/system | 23% |
| More stability | 23% |
| Better benefits | 15% |
| Less travel | 9% |
| Other | 2% |
It’s interesting that higher earning potential and a better work-life balance both lead the way for what professionals want from an employer. After a period in time where many have re-evaluated what they want from their professional lives, as the dust settles it appears the outlook is more nuanced than a simple answer one way or another. There’s an argument that this makes life even more difficult for employers.
In fact, the reality is that it should be very much business as usual—the ideal approach to attracting and retaining staff has always been about being adaptable to the needs of your team. All this data serves is to highlight that this remains the case. While financial incentives will be enough to attract some, it won’t be enough for everyone, and your hiring strategy should factor that in if you want to truly appeal to the widest range of candidates available.
We also asked the 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:
What do employers need to prioritize to maximize employee happiness and retention?
How satisfied are employees?
| Satisfied | Neutral | Dissatisfied | |
|---|---|---|---|
| Colleagues | 74% | 20% | 7% |
| Benefits | 73% | 20% | 7% |
| Working hours | 70% | 19% | 11% |
| Career progression | 74% | 24% | 2% |
| Company culture | 62% | 23% | 15% |
| Work-life balance | 61% | 23% | 16% |
| Training and Development | 50% | 31% | 19% |
| Satisfied – 74% |
| Neutral – 20% |
| Dissatisfied – 7% |
| Satisfied – 73% |
| Neutral – 20% |
| Dissatisfied – 7% |
| Satisfied – 70% |
| Neutral – 19% |
| Dissatisfied – 11% |
| Satisfied – 64% |
| Neutral – 24% |
| Dissatisfied – 12% |
| Satisfied – 62% |
| Neutral – 23% |
| Dissatisfied – 15% |
| Satisfied – 61% |
| Neutral – 23% |
| Dissatisfied – 16% |
| Satisfied – 50% |
| Neutral – 31% |
| Dissatisfied – 19% |
Overall job satisfaction
Satisfied
Neutral
Dissatisfied
10%
This year, respondents’ rating of work-life balance has seen a downward trend, dropping from 69% in our last survey, and 66% in the one prior. However, it was also considered an important factor for those pursuing a move to a new role, with 26% leaving an employer because of a poor work-life balance, and 67% of unemployed professionals telling us that it’s an important consideration when seeking a new role.
How are employees rating their work-life balance year-over-year?
How can you boost employee satisfaction?
How satisfied are employees with their salary?
Almost two-thirds (65%), compared to 61% from our previous survey, of professionals are satisfied with their salary, while 14% are dissatisfied.
What training and development do NetSuite professionals feel they lack?
- NetSuite certifications
- Project management training or certification
- Cybersecurity
- Leadership and management training
- Specific NetSuite module training (including SuiteScript and SuiteAnalytics)
- Time to undertake training
Top 10 additional or third-party apps employers' NetSuite systems integrate with
| 1. Celigo | 38% |
| 2. Avalara | 37% |
| 3. Salesforce | 33% |
| 4. Shopify | 24% |
| 5. Bill.com | 19% |
| 6. RF Smart | 19% |
| 7. Boomi | 15% |
| 8. Expensify | 13% |
| 9. AvidXChange | 10% |
| 10. Magento | 8% |
NetSuite migration
Of those organizations that migrated to NetSuite from a competitor product in the last year, 63% came from a different ERP/legacy system, 25% moved from another CRM system, and 12% switched from a different eCommerce platform.
Who supported the organization through the migration?
Of those organizations that used in-house employees, 63% used NetSuite Professional Services, 44% also enlisted the help of a NetSuite Partner, and a further 25% sought help from an independent contractor to assist their internal staff.
What challenges might you expect when working with a partner?
| Communication difficulties | 47% |
| They struggled to understand our requirements/business processes | 42% |
| Keeping the project on schedule/meeting agreed deadlines | 42% |
| Problems defining the scope of the project | 29% |
| Keeping the project to budget | 26% |
| They struggled to understand our industry | 13% |
| None | 3% |
Why are organizations choosing to implement NetSuite?
| Functionality of the product/services | 76% |
| Need to increase business responsiveness | 38% |
| Variety of products/services | 38% |
| Desire to reduce costs | 29% |
| Ease of implementation | 27% |
| Ease of user adoption/user friendly | 24% |
| Desire to move to the cloud | 24% |
| Need for global capabilities | 22% |
| Post-implementation support offered | 20% |
| Trusted products/services | 20% |
| Ability to integrate with third-party vendors | 18% |
| Lack of confidence in previous vendor | 16% |
| Other | 4% |
According to partners, what challenges do end users face when migrating to NetSuite?
- Poor data integrity, resulting in data cleanup
- Data mapping and migration from legacy system
- Lack of change management in-house
- Communication difficulties
- Project management difficulties in-house
- Clients underestimating the amount of time required to replace their legacy system
How long do migrations to NetSuite take?
Our respondents tell us their migration took, on average, eight months to complete.
NetSuite go-live delays
Over half (51%) of organizations experienced a delay on their scheduled NetSuite go-live.
How long were these delays?
What factors caused the delay?
| Data migration issues | 45% |
| Rescoping of the project/changing needs of the project during implementation | 45% |
| Staff shortage | 41% |
| Issues with testing | 36% |
| Unforeseen customizations | 23% |
| Poor planning prior to migration | 23% |
| Delay in training staff | 14% |
| Budget shortage | 9% |
| Other | 5% |
Top 10 challenges that organizations faced during an implementation
| 1. Lack of appropriate skills internally | 47% |
| 2. User adoption challenges | 36% |
| 3. Lack of appropriate skills available in the market | 31% |
| 4. Poor project management | 31% |
| 5. Customization challenges | 31% |
| 6. Integrating NetSuite with other systems | 27% |
| 7. Lack of stakeholder buy-in | 27% |
| 8. The cost of custom integration | 24% |
| 9. Lack of support documentation | 24% |
| 10. The business was not ready for the change | 24% |
| 1. Lack of appropriate skills internally | 47% |
| 2. User adoption challenges | 36% |
| 3. Lack of appropriate skills available in the market | 31% |
| 4. Poor project management | 31% |
| 5. Customization challenges | 31% |
| 6. Integrating NetSuite with other systems | 27% |
| 7. Lack of stakeholder buy-in | 27% |
| 8. The cost of custom integration | 24% |
| 9. Lack of support documentation | 24% |
| 10. The business was not ready for the change | 24% |
Almost half (47%) of the organizations surveyed faced challenges with their implementation because they lacked the appropriate skills internally, this is up from 44% in our previous survey.
Suffering from a skills gap in your team? Or is a lack of NetSuite knowledge impacting your project?
Knowledge gaps on a NetSuite team generally bring the end result of project delays. That’s the same whether you’re implementing a new product or service, developing new applications, or even a complete migration.
That doesn’t mean your project should come shuddering to a halt, and with Anderson Frank we can help make sure it doesn’t. We can connect you with the short-term muscle you need to help execute your strategy on time and get it over the line.
Our extensive database of highly skilled, pre-qualified NetSuite specialists gives you access to the firepower you need, in an instant. Using Anderson Frank’s wide-ranging network of cloud professionals guarantees you’ll be partnered with contractors who possess the knowledge, skills and experience to ensure success, in a cost-effective way for your organization.
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.
