Successful organizations depend heavily on the high performance of their employees to meet their goals. In order to achieve their strategic goals and maintain a competitive advantage, their employees must perform their work with the highest possible quality. Organizations need to understand that employees have their own needs and personal preferences that they must take into account. This can determine whether an employee feels positive or negative about the organization and whether he or she should be treated individually. How satisfied an employee will be with his job depends on his values and motives. Meeting today’s workplace requirements means, among other things, that organizations must understand employee preferences and needs and offer more than a good salary. In addition to the salary, as compensation for the work done, the management is increasingly resorting to other ways of rewarding. The aim of the paper was to investigate how different reward models affect employee efficiency in the workplace. Management should actively listen to the preferences and needs of employees, so that they are highly motivated and engaged. Rewards should be positively related to achievements, and salary organizations develop different models of rewards, in order to make their employees as efficient as possible. There is no best way to reward employees, because every organization, as well as every employee, is different, and they are motivated by different models and ways of rewarding. Numerous models and ways of rewarding are described in the paper, and at the end of the paper we can find how their usage in practice.