In today's world, employees are daily faced with stressful situations in which organizations place emphasis only and exclusively on the profitability of the company without looking at how their most important capital, human resources, copes with daily work tasks. Namely, if employees often find themselves in stressful situations, work hard and do not receive feedback, their work creates nervousness and anxiety. This ultimately results in frustration and bad energy from the workplace being transferred to the private lives of employees and their families. Precisely in such times of change and transformation when trust, cooperation and engagement are extremely important for employees, it is important for organizations to acquire a good leader. Authentic leaders pay attention to such situations and are the ones who listen and try to understand their subordinates. It is for this reason that it is said that authentic leadership is positively related to trust, job satisfaction and employee engagement. Managers should have the courage to let go of operational duties, delegate tasks and leave more tasks in the hands of their subordinates. In this way, the team is trained to organize itself, participate in the decisionmaking and decision-making process, and express its opinion. This results in the creation of good collegial relationships and it is not difficult for employees to perform tasks because they feel equal and not less valuable. In the empirical part, the goal is to determine the relationship between the authenticity of superiors and the work performance of subordinates in business practice on the example of 61 respondents. The results of the research established that within the company where the research was conducted, there are authentic leaders who, through their actions and authority, positively influence the work engagement of their subordinates