Employee reward systems are becoming a key factor in the motivation, engagement and productivity of the workforce. In the selected companies, Franck and AD Plastik, the research revealed different approaches to group and incentive rewards, each with its own specifics and impacts on the working climate and employee motivation. Franck applies flexible reward systems that combine financial and non-financial rewards. Group rewards are implemented through teamwork and the achievement of common goals, which encourages cooperation and a sense of belonging to the team. On the other hand, incentive compensation at AD Plastik often includes individual bonuses for achievement above expectations, thus encouraging personal growth and employee motivation. In contrast, AD Plastik primarily uses individual rewards, with less emphasis on group rewards or incentive systems. This can result in greater competition among employees, but also a lower sense of belonging to the team. Financial rewards are often dominant, while non-financial rewards are not applied to such an extent. The research showed that there is room for improving the reward system in both companies. Introducing a combination of group and individual rewards can improve the work atmosphere and encourage team collaboration, while additional non-financial rewards can be used to motivate employees and strengthen their connection to the organization. Group and incentive rewards for employees at Franck and AD Plastik play a key role in shaping the organizational culture, encouraging employee engagement and achieving business goals. Therefore, continuous monitoring and adaptation of these systems will be vital for the long-term success and competitiveness of both companies.