Tourism has a significant role in the Croatian economy because it largely participates in increasing the number of jobs of various employee profiles. The most important function of tourism is the employee, precisely because tourism is focused on the maximum satisfaction of each guest, and this satisfaction depends on the motivation of employees in the sector. Motivation has a direct impact on employee satisfaction, his attitude towards work as well as the quality of work performed. As not all employees are motivated in the same way, employers both in tourism and beyond use different types of motivational strategies and reward systems to meet the wishes and needs of employees. Employees in tourism have a number of specifics given the nature and complexity of the job. Precisely due to the nature of work in tourism, there are large oscillations of employees caused by the seasonality of business, which is the main negative characteristic of Croatian tourism. Therefore, employers in tourism need to adjust the reward system based on two large groups of employees. This makes it difficult for employers to have insight into the different motives and motivations of seasonal employees in relation to full-time employees in the organization. Permanent employees most often cite material compensations as the biggest motivator, while seasonal employees find the greatest incentives in their work in acquiring new knowledge and experience that will make them desirable on the labor market, ie they consider seasonal work primary in finding permanent employment. Although seasonal employees are more motivated by intangible compensation, it is of great importance to meet their existential needs with material compensation. Research has shown that a combination of financial and non-financial rewards is necessary for an effective reward system that aims to increase employee motivation.