PSIHOLOGIJA USPJEHA Martina Pejić

Guest Martina PejćHosted by Tanja PuretaMay 3, 2026

Martina Pejć

About this episode

What you'll hear in this conversation

Martina Pejć, a board member at Končar Keta, holds a distinct position: a legal professional by training, she oversees human resources for an engineering firm with an impressive roster of highly qualified specialists. Her perspective on leadership, therefore, is grounded in both rigorous structure and an acute understanding of human dynamics. She posits that the true measure of success lies not in avoiding setbacks, but in mastering them, and that the most overlooked driver of employee engagement is simply respect. This conversation offers a clear view into how a non-traditional background can shape a deeply human-centered approach to managing a complex, high-performing workforce, leaving you to reconsider the foundational elements of organizational culture.

Insights from the conversation

What to take from this episode

During a challenging period in May or June, Martina Pejć told her team, 'remember how much we'll learn from this,' even as they struggled. The lesson isn't to avoid failure, but to see it as the most direct path to growth — a mindset that turns setbacks into fundamental lessons.

A study of 20,000 employees worldwide revealed a direct link between an employee feeling respected by their manager and their level of engagement. Before any other incentive, the fundamental driver of commitment isn't just compensation; it's the daily demonstration of regard.

Martina Pejć observes that newer generations are far more direct in voicing problems and expectations than their predecessors. While this frankness might demand more patience from leadership, it ultimately serves as a catalyst for cultural change and organizational progress.

Martina Pejć attributes much of her early career trajectory to her first boss, Marina Kralj Miliša, who 'radiated energy' and pushed her team with complex assignments. The initial spark for a career isn't just about the job itself; it's often the compelling force of a mentor who sees potential and demands more.

Martina Pejć describes her role in human resources and legal affairs as 'operational support,' rather than using traditional department names. This reframing emphasizes that all non-core functions exist to simplify and enable the primary business, making their value explicit and service-oriented.

As part of the Končar Group, a conglomerate of 15 companies and 3,500 employees, Končar Keta emphasizes to its team that they represent the entire brand, not just their immediate firm. For large, diversified organizations, cultivating an awareness of collective identity is not just about internal loyalty; it’s a strategic imperative that shapes external perception and market impact.

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