Employees at Daycare Centers for Children and Youth are coming across numerous challenges, therefore satisfaction is very important for their work. For the satisfaction of employees, even more factors, bringing numerous consequences, are responsible. I wondered how we could support these burdened and possibly dissatisfied employees additionally, so that they could help others more easily. In the theoretical part, I define satisfaction, look into the influential factors of (dis)satisfaction, consequences of (dis)satisfaction, and prevention methods for dissatisfaction. I research the connection of employee dissatisfaction with professional, private and family life and ways of harmonisation of professional, private and family life. I also introduce Daycare Centers for Children and Youth and the network of Preventive Programs for Young People of Slovenia. Finally, I introduce the meaning of social work, Code of Ethics of Social Workers of Slovenia and basic human rights for helping possibly dissatisfied employees. I also mention the Right to Disconnect and Regulations on Requirements for Ensuring the Safety and Health of Workers at Workplaces that can be of help at arranging the working conditions of possibly dissatisfied employees of Daycare Centers for Children and Youth. In the continuation of my research, I introduce interviews with three professional workers and six social workers employed in Daycare Centers for Children and Youth from all over Slovenia. In the interviews, I was interested in the current condition of satisfaction and indicators of possible dissatisfaction of employees, burdening or stressful experiences of employees, role of employees and role of organization in caring for balancing satisfaction of employees, experiences with harmonisation of professional, private and family life of employees and knowledge, measures and rights that help avoid dissatisfaction or consequent burnout among employees. The results of the survey showed that employees are generally satisfied, however their working environment could use some improvement. Furthermore, the results also revealed an clear connection between professional, private and family life, the coordination of which largely depends on the flexibility of the work organization with the needs of the employee and the help of the employee's partner with household and care tasks. As an interesting fact, I discover the mutual influence of (dis)satisfaction of employees and service users.
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