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You started at EVN Macedonia back in 2011, while you were a first-year student at the Faculty of Electrical Engineering and Information Technologies, specializing in Electric Power Systems. Could you tell us about that period and the job opportunities the company offered you at the time?
As a student specializing in energy studies—and holding the highest grade point average after the first semester—I was awarded a scholarship by EVN Macedonia; the company was the first in the country to offer scholarships to students in the faculty’s energy programs. I was truly happy and motivated because the scholarship program included practical work experience during my studies; this meant that, as early as my first year, I could complement my theoretical knowledge with hands-on experience at one of the country’s largest energy companies.
Shortly before my graduation in 2014, and as a company scholarship recipient, I was offered the opportunity by the HR department to participate in the selection and interview process for a position in the KEC Operations department.
I accepted the offer, and following the interviews and assessments, I was selected for the position; thus, in 2014, I began my first job at the company as an assistant in the KEC Operations department. At the same time, I completed my undergraduate studies in July of that year. The role was highly dynamic and offered immense opportunities for learning and gaining experience, as the team consisted of four seasoned professionals who were willing to share their knowledge and provide selfless support—which was a tremendous advantage for me as a new employee at the time.
You started your career at the company in 2014 as an assistant in the KEC Operations Department, and ten years later, you hold the position of Head of the Network Measurement Department; what led to this advancement?
I believe this promotion is due to several factors. Key among them were my personal effort, dedication, the skills I acquired, and my investment in self-development, as well as the opportunities for advancement provided by the company—such as training and involvement in numerous projects and work assignments.
My first role involved participating in and leading projects and working groups, organizing and coordinating activities, and improving processes that engaged numerous colleagues from various departments as well as 19 customer energy centers across the country—thereby offering a tremendous opportunity to develop my organizational and leadership skills.
I also continued my academic development, and in 2017, I completed my master’s studies at the Faculty of Electrical Engineering and Information Technologies, specializing in Regulation in Energy, Electronic Communications, and Transport.
I worked in the Operations Department for five years before accepting a position as Team Leader for Network Documentation within the Network Engineering Department. This represented a new challenge for me and—looking back—an excellent opportunity to gain deeper experience and insight into the electricity distribution network topology, as well as to enhance my technical expertise and proficiency with technical software used globally.Additionally, I was responsible for establishing a central team within the group tasked with systematically improving network documentation processes—utilizing technical software—and generating technical analytics. Another challenge associated with this role was managing and organizing staff members who worked at various locations across the country on behalf of the group.
Undoubtedly, the promotion came about as a result of newly acquired skills and investing in oneself; however, how important is it for companies to also work in that direction—specifically, by focusing on the upskilling of women?
I believe that support from the company—specifically from direct supervisors and management—is the decisive factor in any employee’s success, not just for women. Companies play a crucial role in creating equal opportunities for all through investments in training, mentoring, upskilling programs, and opportunities to participate in projects and working groups, all complemented by continuous feedback, which is of utmost importance.
This not only enhances women’s competencies but also fosters a culture of inclusivity and diversity within the organization. Ultimately, when companies support women in their professional development, it contributes not only to their individual advancement but also to a general increase in efficiency and innovation across the company. Like all employees, women deserve the opportunity to develop their skills, demonstrate their competencies, and advance in their roles—outcomes that benefit both the individuals and the company as a whole.
Do you believe that company investment in the upskilling of women directly impacts the company’s future and its development?
When a company invests in upskilling its employees—regardless of gender—it creates a more inclusive and diverse workforce, which is crucial for innovation and sustainable progress. Team diversity leads to varied perspectives and new ideas, thereby strengthening the company’s creativity and problem-solving capacity.
Women, like all employees, should have access to professional development opportunities; this invariably leads to increased motivation, productivity, and dedication to work tasks. I believe that companies actively investing in women’s development build stronger teams and are better prepared to face future challenges. This creates a work environment where all employees can reach their full potential.
Balancing personal and professional life—especially as a mother—can be challenging, but I believe the most important thing is to have a clear plan and set priorities. For me, the key was creating a structure that allows me to fulfill my roles as both a mother and a professional. In my professional life, I strive to stay organized, set realistic goals, and focus on productivity during work hours. In my personal life, I make every effort to spend quality time with my family. Time spent with my family recharges me and gives me even greater motivation for the days ahead.The unwavering support from my husband—who offers complete understanding and backing in every respect—along with the support of my immediate family, plays a major role in this. That support and understanding give me a sense of strength and confidence. Ultimately, I believe that balance does not mean perfection, but rather the ability to adapt to changing circumstances and find the best solutions for myself and my family.
Additionally, I must mention that the support I received from my department manager during that time was crucial; it enabled me to continuously enhance my skills and give my best, even as I was experiencing a wonderful personal life change.
How important is it for a company to offer the option of working from home during a woman’s maternity period?
Elektrodistribucija DOOEL Skopje is a company that offers flexible working hours and the option to work from home. I believe companies should provide flexible arrangements, especially during the period of maternity.
This period is significant for mothers, as it allows them to balance their time in a way that suits their needs. Working from home offers greater flexibility and helps reduce the stress associated with the requirement to be present in the office—particularly during the months immediately following maternity leave and the breastfeeding period. This not only enables mothers to be more efficient and productive but also fosters a work environment that supports their family responsibilities, thereby positively influencing employee motivation and engagement.At the same time, this type of flexibility helps the company retain its talented workforce without disrupting their professional careers or development. Companies offering such opportunities demonstrate care and understanding for their employees, which improves corporate culture and boosts employee loyalty.
What has been your experience with the training provided under the Swiss Government’s “Education for Employment” (E4E@mk) project, in partnership with the M6 Educational Center?
The training provided through the “Education for Employment” (E4E@mk) project, in partnership with the M6 Educational Center, was of great importance to my professional development. The digital transformation training enabled me to refine my skills and familiarize myself with the latest digital tools and technologies—essential for increasing efficiency and competitiveness in today’s rapidly evolving digital landscape. Furthermore, the training helped me improve my resource and data management capabilities, which are crucial for the successful operation of any organization.
What aspect of this personal development training helped you the most?
What helped me the most during this training was learning how to effectively integrate digital technologies into my daily work. The program introduced me to concepts such as process automation, improved client communication via digital channels, and the use of data to optimize decision-making. Thanks to the new knowledge gained regarding tools like ERP and CRM systems, my efficiency and productivity have increased significantly. I found the skills related to data processing and the enhancement of data security and protection particularly valuable, as they have improved my ability to handle sensitive information and ensure the organization’s security.
How necessary are such programs for workforce development in Macedonian companies, particularly for the advancement of women into leadership roles?
Digital transformation offers new opportunities for professional development, enabling women to acquire new skills and rise to leadership positions. By providing access to digital tools and new knowledge, upskilling and reskilling projects—grounded in the actual needs of companies—deliver significant benefits. These programs are crucial for workforce development in Macedonian companies, especially when it comes to advancing women’s positions.Educational and professional training programs enable women to acquire new skills, increase their competitiveness in the labor market, and advance in their careers.
The Swiss Government’s “Education for Employment” project, implemented in partnership with the M6 Educational Center and 30 Macedonian companies, is an excellent example of an initiative that directly impacts this area. This project not only creates opportunities for young people and for the professional development of employees but also contributes to narrowing the gender equality gap in the workplace.
Companies participating in such programs demonstrate an awareness of the importance of equal opportunities, which yields better long-term results in terms of both productivity and corporate culture. Furthermore, these initiatives foster a need for continuous learning and adaptation to modern business trends—a particularly important factor in a dynamic market like Macedonia’s.
There is room in Macedonian companies for women to hold decision-making roles—positions they rightfully deserve. What is your message regarding the motivation of other women in companies where there are opportunities for professional growth?
My message to women is that they should believe in their abilities and strive to achieve their goals, regardless of the challenges. Today, many Macedonian companies recognize the importance of inclusivity and are creating opportunities for women to hold decision-making positions; however, it is also important for women themselves to take a proactive approach to their careers.
They need to be persistent, pursue education, acquire new skills, and seize every opportunity for personal growth. It is also important to have good mentors and be part of networks that offer support and inspiration.
Ultimately, my message is this: never be afraid to climb the ladder, take responsibility, and fight for a leadership position. Throughout this journey, stay true to yourself—never lose your personal touch or your authenticity; in short, never lose sight of who you really are. This applies to every single employee, regardless of age, gender, or current job role.
