At the turn of May and June 2022, we conducted a screening of employee experience among IT workers in the Brno region. We contacted the survey participants via social networks, and 41 people completed the online questionnaire. The majority of respondents, 28 participants, said they worked for companies employing up to 200 employees, ten others for companies with 200 to 500 employees, and only 3 participants worked for companies employing more than 500 people. The survey included representatives from various professions, including managers, product owners, scrum masters, developers, DevOps, and designers. Below we summarize the most exciting results.

Work environment, applications and tools for work

Employees are generally satisfied with their work environment, applications, and tools. More than 80% of all respondents were positive in this respect. Employees have adequate working tools and work in a pleasant and well-equipped environment. The only exceptions were the questionnaire items relating to setting up internal processes and administrative applications. Almost a third of all respondents reported that internal processes are not set up in a meaningful way in their job, and administrative applications do not allow them to submit and manage requests easily. 

Appreciation and growth opportunities

We recorded slightly worse results in the areas of appreciation and growth. However, this was not about financial valuation. On the contrary, more than 80% of respondents said they were satisfied with financial and non-financial compensation. In other words, they are paid a sufficient salary and are regularly praised or otherwise recognized for their work. The problem we see is that more than 40% of employees had no idea what they should do to move up in their job or get a raise. Yet expert sources say that the prospect of growth is essential for long-term employee retention. (See, for example, the book Engagement Magic)

Regarding professional growth, two levels emerged in the research: the first was growth within teams. Here, employees are satisfied, with more than 75% feeling supported by their manager, having experts in their environment to learn from, and regularly sharing experiences and knowledge with teammates. The second level was the companies’ general approach to employee development. More than 40% of respondents said that, for example, they do not have the opportunity at work to attend professional conferences and development programs or learn about new field developments regularly.

Autonomy, cooperation and communication

A vast majority of respondents, almost 90%, said they could organize their work according to their needs. Collaboration with the team works well for most respondents, with team members meeting regularly, sharing the results of their work, and agreeing on the best way forward. Almost 75% of respondents said that error is seen as an opportunity for development and improvement in their company.

However, as in the previous case, communication only works well at the team level and in interaction with the direct supervisor. The problem, according to the respondents, is in the communication from the management to the employees. More than 30% of the respondents said they do not know their company’s written or unwritten rules. Similarly, they perceived that company officials do not communicate openly with them. The results pointed to a communication gap that is well described, for example, in the book The Employee Experience.

Identification with a brand

The results also show that less than 70% of respondents identify with the employer’s brand. An even smaller number of respondents, around 50%, believed that their company’s brand was recognized or valued among local experts in the field. Less than 70% of workers would also recommend working at their current job to a fellow IT professional. All of these findings point to Brno regional companies not investing much in building their reputation and promoting their brand when communicating with the outside world.

Physical and mental health

The worst results were noted in employees’ physical and mental health care. Only half of the respondents said their employer cares about and supports its employees’ physical and psychological health. According to the overwhelming majority of respondents, workplaces are not adapted to allow some form of sporting activity. Over 40% of respondents said that if they experience excessive stress at work, they have no one to deal with it. And over 50% of respondents complained that their employer has no integrated approach or program to promote mental or physical health.


Overall, employees of IT companies in the Brno region seem to have all their material needs well covered at work. Current companies should focus more on improving communication of company representatives towards employees and on supporting professional growth and development of employees. There are also some gaps in brand promotion in the region. Most importantly, companies should pay more attention to the health of their employees, whether it is physical or mental health. Research has repeatedly shown that customer experience is directly related to employee experience. So if you want to have satisfied customers, start with your employees.