Building Great Places to Work

September 18. 2013

Top 10 Attributes Most Important to Top Performers

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 18. 2013

Each organization that applied for the NorthCoast 99 award was required to choose between 10 and 50 top performing employees (depending on the size of their organization) to complete the Top Performer Engagement Survey. A total of 4,280 top performers participated in the survey.

Within the survey, top performers were asked to select the top five most important job attributes that they look for in a job, with “1” being the most important. They selected from a list of 19 job attributes. The percentage of rankings top performers selected as the #1 most important attribute are noted below.

Challenging and meaningful work was ranked as the number one most important job attribute among all top performers. Compensation, job security, work/life balance, and benefits were also ranked among the top five #1 most important job attributes.

  1. Challenging/Meaningful Work (20%)
  2. Compensation (16%)
  3. Job Security (13%)
  4. Work/Life Balance (10%)
  5. Benefits (7%)
  6. Career Development (6%)
  7. Leadership (6%)
  8. Advancement (6%)
  9. Autonomy (6%)
  10. Product/Service Quality (3%)

Additionally, in our analysis of what top performers are seeking in a job, we found a variety of differences based on gender, age, full-time/part-time, education, and job responsibilities. 

Gender

  • Female top performers tended to rank challenging/meaningful work with more importance than compensation and job security, which were ranked slightly more important by male top performers.
  • Work/life balance and benefits appeared to be somewhat more important to female top performers.
  • Male top performers perceived career development and advancement as somewhat more important than female top performers, and more important than work/life balance and benefits.

Age

  • Younger top performers (age 18-30) placed more importance on career development and advancement than older top performers.
  • Top performers age 31-40 ranked compensation, challenging and meaningful work, work/life balance, and job security as the most important job attributes they seek in jobs.
  • Top performers age 41-50 ranked the attributes similarly to top performers age 31-40, but work/life balance tended to drop off in importance with this age bracket when compared to younger top performers. 
  • Older top performers (age 51+) place the most importance on challenging/meaningful work and also perceive benefits, autonomy, and leadership to be more important than younger top performers.

Full-Time/Part-Time

  • Full-time top performers rank challenging and meaningful work, compensation, job security, and career development as more important than part-time top performers.
  • Part-time top performers rank work/life balance as the number one most important attribute they seek in a job, followed by challenging and meaningful work.
  • Autonomy was viewed as more important among part-time top performers than among full-time top performers.

Education

  • Top performers with less education rank job security as the most important attribute that they seek in jobs.
  • For top performers with a Bachelor's degree or higher, challenging and meaningful work is the #1 attribute they seek in a job, followed by compensation, work/life balance, and job security. Career development and advancement were also important to these top performers.
  • Top performers with graduate or professional degrees viewed challenging and meaningful work as more important than top performers with less education and also viewed autonomy and work/life balance as more important.

Job Responsibilities

  • Across the majority of jobs, top performers rank challenging and meaningful work as the most important attribute that they seek in jobs.
  • Job security was most important to top performers in production, transportation, and material moving jobs, and more important to top performers in health and human service as well as construction and maintenance jobs. 
  • Compensation was also ranked highly by nearly every job type, and was ranked as the #1 most important job attribute by top performers in office, administrative, and professional as well as construction and maintenance jobs.
  • Top performers in sales and marketing, specifically, ranked work/life balance as more important than top performers in other jobs.
  • Benefits tended to be more important to top performers in office, administrative, and professional; health and human service; construction and maintenance; and production, transportation, and material moving jobs.

These differences have been largely consistent over the past few years and suggest that gender, age, education level, job responsibility, and even employment status can affect what top performers are looking for in a job. Employers should take note of these differences and make sure that they align recruitment messages and the rewards within the work environment in ways that best attract top talent.

For more information about what top performers are seeking in a job, including specific percentages and breakdowns, please download our 2013 NorthCoast 99 Winners Report.

September 3. 2013

Congratulations to the 2013 NorthCoast 99 Winners!

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

Congratulations to the 2013 NorthCoast 99 Winners!

These organizations excel at creating workplaces that attract and retain top performers in Northeast Ohio. They have established many outstanding, creative, and innovative workplace practices to find and keep great people. They are truly leaders in driving and implementing creative and positive workplace change in our region. More...

September 3. 2013

The Top 15 Things That Retain Top Performers

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

As part of the NorthCoast 99 program, annually, ERC researches factors that top performers seek in jobs, factors that engage them, and factors that retain them. Each organization that applied for the NorthCoast 99 chose a sample of their top performing employees (depending on the size of their organization) to participate in the Top Performer Engagement Survey. In 2013, a total of 4,280 top performers participated in the survey. More...

September 3. 2013

8 Ways NorthCoast 99 Winners Impact Northeast Ohio Communities

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

NorthCoast 99 winners not only make an impact in the workplace, they are also committed to making an impact on the communities in which they live and work and supporting the causes their employees care about. In 2013 specifically, winners impacted hundreds of local non-profit organizations and causes, and participated in hundreds of hours of community service and philanthropy. More...

September 3. 2013

10 Behaviors Winners Expect From Their Managers

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

At NorthCoast 99 winners, managers and supervisors play a critical role in attracting, retaining, and engaging top performers. They often work with top performers very closely and are critical in shaping the experience that they have in their jobs and at the company, which ultimately affect their satisfaction and engagement. More...

September 3. 2013

11 Ways Employers of Choice Empower & Involve Employees

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

At NorthCoast 99 winners, employees feel involved and empowered to make a difference in their organizations. Winners want employees to move the organization forward with their ideas, suggestions, and initiative. Employees, and especially top performers, participate in driving change throughout their organizations because winners empower them to do so. Here are elevent (11) ways these employers of choice in Northeast Ohio empower and involve employees. More...

September 3. 2013

30 Tactics Leaders Use to Engage Top Performers

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

The attraction, retention, and engagement of top performers starts at the top of most winning workplaces. At winners’ workplaces there is a sense that leaders really care for employees, and especially top performers.

Winners' leaders lead by example in attracting, retaining, and engaging top performers by setting the tone for the workplace and its culture. Their involvement with top performers, day-to-day interaction, desire to develop them, thoughtful and frequent recognition of their contributions, and willingness to champion and support initiatives to retain and engage them all show that leaders value top performers. More...

September 3. 2013

Supporting Work/Life: 6 Tactics Winners Use

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 3. 2013

Most NorthCoast 99 winners place a high priority on work/life balance. Winners understand that many of their employees need flexibility for their unique needs such as family obligations, child care needs, medical conditions, doctor's appointments, school schedules, and personal matters or preferences.

The following are the most common practices used by winners to help their employees achieve a better work/life balance: More...

September 2. 2013

3 Career Development Practices Among Employers of Choice

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

September 2. 2013

Opportunity is one of the most significant reasons top performers stay at their organizations and one of the most common reasons they leave. Over the years, ERC has found that top performers are at risk of leaving their organizations to pursue other career opportunities if they are not continually provided with room to grow and advance in their careers.More...

Copyright NorthCoast 99

Top