Contemporary companies are trying to put people in the first place. Instead of investing solely in technology and production, the focus is on investing in people. Not only is it a matter of money investment, but also an investment of time to establish a quality strategy for motivating and satisfying above all their needs. Company D.B.Vent, d.o.o. is a is a relatively young company that does not have a developed strategy of motivation than it happens spontaneously to the principles of ethics and morality in business. The aim of this paper was to examine the factors that employees in the company are satisfied with and which they are not satisfied with. It has been argued that employees are more intriguing factors of motivation than extrinsic because in that case it would be a positive indicator for the company to properly motivate employees. The main hypothesis was to prove the auxiliary hypothesis that pay is the most important factor in motivation, that employees are of vital importance to the company and are satisfied with the amount of free time and the days of annual vacations. An interview was conducted with the company's director who compared the survey results with the employees. All respondents were surveyed in the company and answered: • Pay is the most important material compensation. This result was obtained on the basis of employee rank ranking by importance, with the majority placing the salary in the first place. • Employees are not an important status in the company. Employees have put factors such as greater responsibility and status in the company in the last place or labeled them as at least essential in several parts of the survey questionnaire. • Employees are not satisfied with the amount of free time and the days of annual vacations. The results have shown that employees are the most unhappy with these factors, which is a major challenge for the company because it is very difficult to change with regard to field work. The survey results are not the best indicators for the company, and the paper provides suggestions for possible improvements that could be implemented in the work practice. Given that employees are the most dissatisfied with the amount of free time and the days of annual leave that are carried out under the law, the only option is to offer them unpaid free days or compensate for overtime hours at work.