In today's banking services market, there is an everyday struggle for dominance, with continuous determination of all advantages and disadvantages that current way of operation has, which banks have to overhaul in order to achieve maximum business success. The most common ways that banks attract their clients are low fees, a combination of affordable packages for retirees, students, employees, as well as low interest rates on loans and high on savings. Nevertheless, in spite of all these items, employees and bankers have a great role in the successful realization of created offers. The relationship that is present among client and employee communication is crucial for a good, successful continuation of business cooperation. It is also crucial to establish the link between employee and client satisfaction, thus adapting business to maintain existing and attract potential customers. Although there are already many works on the subject of satisfaction, though not specifically banking officials, it seems to be an inexhaustible research topic. The main reason is that each individual is motivated by a different factor, and it is therefore necessary to determine which factors are to be created and to create a combination that will be adequate to motivate all employees. Satisfied employees are prepared for greater efforts and effort in performing everyday tasks and managing with clients. On the other hand, we have clients, customers of banking services, which also motivate different factors that banks must recognize and adjust to them, because while satisfied clients provide banks with stable business and reputation on the market as a platform for growth and expansion. In this graduate thesis, a compensation system has been defined, both material and nonmaterial compensation and their role in motivating banking officers, all with an emphasis on the banking sector of Zadar County. Also, a survey was conducted among banking officers and clients of the leading banks in county, with its final conclusions.