The topic of this thesis was to investigate the key reasons why employees decide to leave the organization and which aspects of the organizational climate and culture have the greatest influence on it. Comparing the results of the analysis of the organizational climate and culture survey with the results of the exit survey, it was determined that Rewards and Career development have the greatest influence on the departure of employees from Croatia banka d.d. The shallow organizational structure and the limited use of funds for the development of the reward system are the reasons for increased turnover in Croatia banka d.d. External factors, such as inflation, increased costs of living and changes in the labor market changes (job supply is greater than demand), are aggravating circumstances that affect the stabilization of fluctuation, which is very high. Qualifications affect the probability of leaving. 57 % of the 30 departures have a university degree and if we add 17 % of employees who have a bachelor’s degree, the figure is 74 %. On the other hand, the results showed that relationships between people, teamwork and balance between private and business life are the reasons why employees stay. Involvement, teamwork and collegiality together with expertise represent one of the fundamental postulates in building a successful organization, therefore it is necessary to develop the stated strategy throughout education, involving employees in various business processes and enabling employees to horizontally change jobs and departments and increase their business interest. In accordance with the Bank's capabilities, it is necessary to gradually develop a reward system that will be in line with the standard within the financial industry.