Micro-Link once again demonstrated a strong organizational culture, reaffirming their status as a MAMFORCE organization in the GROW category.
This achievement shows that company size is not a barrier to a strategic development of an organizational culture grounded in support, fairness, and sustainability in people and business management.
The MAMFORCE GROW standard was presented to Micro-Link’s President of the Management Board, Ivana Janković Šafarić, by Diana Kobas Dešković, CEO of Spona Code, the firm that conducts independent evaluations and certifications of organizations in people management, pay equity, and corporate responsibility.
In the fast-paced IT industry, marked by high turnover and a shortage of talent, Micro-Link decided several years ago to take a path that isn’t always the easiest, but is the most rewarding in the long term: a systematic investment in people and organizational culture. Thanks to this approach, compared to the first MAMFORCE audit in 2022, Micro-Link has made remarkable progress, improving by an impressive 28 percentage points of the standard. This achievement is not a result of a quick “cosmetic” change, but of thoughtful, systematic work in areas that shape employees’ daily experience: support, flexibility, development, inclusive leadership, and talent management.
These are precisely the areas where the most significant steps were made, with results up to 34 percentage points higher than the first audit, visible where it matters most: employee experience. Employee satisfaction at Micro-Link is well above all good-practice standards across all assessed areas, even as the company has grown, particularly in the areas where the most investment has been made since the first audit. Compared to 2022, parental leave satisfaction went up by 24 percentage points, work-life balance by 20 points, and flexibility by 11 points.
“MAMFORCE has given us a new perspective on employee data, clear guidance, and support on how to turn what we intuitively value into real practices, both on paper and in the workplace. We do not see these results as an end goal, but as confirmation that we are heading in the right direction. We are particularly proud that the changes we implemented are reflected directly in our employees’ satisfaction, because without their trust and engagement, long-term business success is not possible,” said Ivana Janković Šafarić, President of the Management Board at Micro-Link.
Ivana Janković Šafarić (Micro-Link)
Micro-Link employs around 40 people, with women making up around one-third of the team, in line with IT industry trends. What sets them apart from other IT companies is a predominantly female executive board.
“When a smaller company makes such significant progress, it’s a clear sign that change doesn’t start with the budget, but with a strategic decision from the top that supports both people and the business. Micro-Link demonstrates that implementing the MAMFORCE standards is not about company size, but about the maturity of an organization committed to its people and their contribution to the business,” emphasized Diana Kobas Dešković.
The MAMFORCE certification, conducted by Spona Code, is a development tool for organizations that want to work on inclusivity, fairness, and sustainable growth. Companies like Micro-Link serve as an example of best practices, proving that MAMFORCE is equally relevant and powerful for small and medium-sized enterprises as it is for large organizations.
