The event, Fundamentals of Employee Retention, highlighted four effective approaches to understanding employees’ needs and creating a workplace where they feel valued and motivated. Maja Rojšek, Head of HR at Medis Group, opened the event by introducing their approach to in-depth one-on-one conversations with employees, known as stay interviews. She explained how these interviews are conducted, who facilitates them and the benefits and challenges they bring. She emphasized the importance of addressing employees’ concerns, aspirations, and challenges holistically, with open and transparent communication.
Photo: Maja Rojšek, Medis Group, d.o.o.
»People don’t leave companies, they leave managers« is a well-known saying with which Staša Jager Meglič, HR Manager, and Eva Sirc Mitrovič, HR Business Partner at Agitavit Solutions, introduced their presentation.
At Agitavit Solutions, the company’s continuous growth brought new challenges for managers. To help them become more effective leaders while also improving overall employee satisfaction, the leadership model was restructured. A two-tiered leadership system was introduced, giving managers greater decision-making autonomy, setting clear expectations and increasing their ownership of key leadership areas such as budgeting, internal communication, and strategic direction. But that was just the beginning. The new leadership framework also highlighted areas where managers needed additional support — particularly in freeing up time for meaningful engagement with employees and providing better team guidance.
Photo: Staša Jager Meglič and Eva Sirc Mitrovič, Agitavit Solutions d.o.o.
In the second part of the event, Edisa Avdić Çiçek, HR Director for Slovenia and the EU at Iskraemeco, shared a successful approach to gathering feedback from employees in production. By setting up focus groups, the company has introduced numerous small and large improvements in the workplace. These include the relocation of water dispensers to more convenient locations, the introduction of regular production meetings and the establishment of an internal training center. These initiatives have strengthened employees’ sense of being heard, leading to increased productivity and engagement.
Photo: Edisa Avdić Çiçek, Iskraemeco, d.d.
»Successful companies invest in their top talent, and the best talent is made up of individuals who invest in themselves,« said Zala Slana Medle, Head of HR Development and Academy at Generali Insurance.
In 2021, Generali Insurance comprehensively revised its employee development process. To identify employees who are eager to grow and make the most of available opportunities, they placed a strong focus on talent selection. Their two-year Potential Accelerator program includes several key steps, such as in-depth discussions between managers and proposed candidates and assessments of the candidates’ motivation. The program is continuously refined each year, with ongoing efforts to enhance its impact and effectiveness.
Photo: Zala Slana Medle, Generali Insurance d.d.
The event ended with a lively panel discussion, shaped by the insights and questions of the participants. There was a great deal of interest in the best practices presented, as well as curiosity about the future of employee retention and how companies can continue to improve in this area.
