·
All episodes
Ivana Janković Šafarić, Micro-Link
Episode · #557

RE-KREIRAJ ŽIVOT i POSAO: MAMFORCE Ivana Janković Šafarić, Micro-Link

Guest Ivana Janković Šafarić, Micro-LinkHosted by Darko BukovićMay 3, 2026
About this episode
What you'll hear in this conversation

Micro-Link, an ICT company founded in 1992, represents a rare success story in generational transitions and gender representation. While only a third of family businesses typically survive the shift to a second generation, sisters Ivana Janković Šafarić and Lana Janković Darapi not only took the helm in 2010 but grew the company in a sector often seen as male-dominated. In an industry where women make up 13-18% of the workforce, Micro-Link boasts 42% women, many of them engineers. Ivana shares how their unique leadership style, combined with a commitment to progressive policies like the Mamforce standard, allowed them to transform their corporate culture, even seeing a marked increase in fathers taking parental leave. This conversation explores how a company can embed flexibility and support into its core, moving beyond policy to create an environment where all employees thrive, and what lessons emerge from leading a technical firm with an empathetic approach.

Insights from the conversation
What to take from this episode
01
Ivana and her sister were involved in Micro-Link from its inception in 1992, "even from devising the company name and logo." This early, active participation meant that when they formally took over in 2010, they weren't just stepping into a role but continuing a lifelong involvement. The businesses that scale are often those where leaders have been involuntarily preparing for their roles since childhood, rather than following a pre-planned career path.
02
Micro-Link employs 42% women in an ICT sector where the European average is 13-18%. This isn't the result of targeted recruitment campaigns, but rather a "good word and recommendation" from former employees, creating a reputation as a "quality firm where it's pleasant to work." Building a supportive internal culture is often a more potent long-term strategy for attracting diverse talent than outward-facing campaigns.
03
The COVID-19 pandemic acted as a "catalyst" for Micro-Link, forcing the company to "calibrate better" by adopting new, more flexible work arrangements and structuring employee relations more formally. Crises often compel necessary strategic changes, transforming challenges into opportunities for greater professionalization and improved operational procedures.
04
After implementing the Mamforce standards, Micro-Link saw a significant increase in fathers requesting parental leave, with Ivana noting that "after the first one broke the ice, it became standard." Cultural shifts for progressive policies are not just about offering benefits, but about fostering an environment where early adopters feel supported, allowing the new norm to take root organically.
05
Ivana attributes much of Micro-Link's success in fostering a flexible and family-like environment to the "soft management approach" of having two women directors. While acknowledging the need for professionalism and structure, this "female touch" provides a foundation of empathy and flexibility. Empathetic leadership can create a deeply supportive workplace, but it requires balancing care with clear professional boundaries to avoid becoming overly informal.
Explore further
ScenariosBusiness challengesCardsEducational cardsTimelineTopic evolution