Organizational culture reflects employee behavior and the personality of the organization, including physical and identification elements, communication, work atmosphere, and core values and beliefs. Key functions of organizational culture include caring for clients, improving employee relations, connecting people within the organization, and catalyzing change. Managers play a crucial role in creating the organizational climate, which reflects the emotional state within the organization. Employee attitudes, such as job satisfaction, job involvement, and organizational commitment, are important for the overall functioning of the organization. Job satisfaction comes from a positive assessment of job characteristics, and surveys and analyses are used to measure job satisfaction. Employers face the challenge of finding and retaining quality employees, especially talents, which is further complicated by brain drain. Talent management has become a priority, including attracting, selecting, retaining, and developing employees. The problem of brain drain affects many EU countries, which have established mechanisms to encourage talent development. Building an employer brand and creating the image of the organization as an attractive place to work can reduce selection, turnover, and absenteeism costs, and improve organizational culture. Branding strategy includes defining goals, the ideal candidate, employee value propositions, and brand promotion. In retaining quality employees, the psychological component is essential, involving responsibility between the organization and the employee, continuous development, and recognition, which contributes to satisfaction and productivity. Investing in employee development and providing opportunities for advancement strengthens the sense of belonging and satisfaction, creating a stable and positive work environment.