Today, when the market competition is global and there is no protected part of the organization, companies must strive for flawless products and services in order to be considered eligible in the vast marketing competition. For this reason, the owners of large organizations hire managers who make sure that the final product or service achieves total customer satisfaction. It is therefore inevitable to emphasize the importance of satisfied employees. The workforce is one of the main resources of the organization, and it can be said that it is the most crucial part of it. Without good workers there are no good products or services and that is why in every successful organization there is human resources management that studies, takes care of and analyzes its workers. Recognizing the growing importance of paying more attention to employees in the business world, rather than just customers, managers need to know how to keep them happy and motivated. Managers need to ask themselves how can they motivate their employees? In response to this question, the management of the organization must establish a system of using motivators and motivational factors that will encourage employees to do all kinds of activities (team building). These motivators can be tangible or intangible. It has long been believed that material rewarding of employees is paramount. But it turns out that it can keep an employee in the workplace and motivate him to continue to achieve good results, although in most cases it will not boost the employees satisfaction with the job and motivate him or her to achieve their maximum potential. Material reward satisfies only the primary human need, but not those needs of a higher order. For this reason, more and more managers are turning to the use of intangible rewards as a stimulus for satisfaction and motivation. However, not every reward affects every employee equally and one should study the employee well and only then choose the reward system that will benefit and satisfy that specific employee. Employees can be rewarded materially directly through salaries, bonuses and benefits, but also indirectly through scholarships, specializations, work cars, pension insurance and health care, etc. On the other hand, the most common forms of intangible rewards are job security, providing workers with more stimulating jobs, providing opportunities for advancement, flexible working hours and work from home. Often neglected, and one of the most important prizes is free, and it achieves great results. These rewards are praise and good feedback. The importance of rewarding has been highlighted through several examples from practice.