Today's world is characterized by numerous innovations, new technologies and an accelerated business rhythm, which puts increasing pressure on organizations and forces them to invest additional efforts in order to adapt and remain competitive in the market. An increasing number of organizations see the key to success and the opportunity to differentiate themselves from the competition in their employees, and since highly motivated and successful employees are one of the main results of successful leadership, emphasis is placed on selecting quality leaders who will bring out the best in employees. Leadership and different leadership styles have been studied by scientists for decades, but in the 70s of the 20th century, a new form of leadership began to appear - transformational leadership. Transformational leaders are characterized by the ability to change the behavior of their subordinates, raise them to a higher level of achievement and develop their intellectual skills. Also, transformational leaders have the ability to convince their followers to subordinate their own goals to the goals of the group or the entire organization. Simply put, transformational leaders enable subordinates to give their best and reach levels of work performance they never thought possible. The empirical research investigates the connection between the concepts of transformational leadership and employee work performance. For this purpose, two questionnaires were conducted. The first questionnaires examined 5 managers and executives from different sectors of the company who answered questions examining their leadership style. The second questionnaires examined 50 employees which evaluated their own work performance. Based on the results obtained from the research, a positive connection between transformational leadership and employee work performance can be established.