Reward management has been a critical sensation and modeled several challenges in its distribution. Private and public establishments have been devising processes and procedures on how inequitable distribution of financial and no-financial rewards can be addressed to prevent employees’ demotivation, which has adverse effects on corporations’ growth. The above consideration led to the careful examination of inequitable distribution of rewards as a recipe for employee turnover in private and public corporations. The thrust for this qualitative research led to the retrieval of information from secondary sources published on the subject matter. Critical assessment on available information disclosed constituents of financial and non-financial rewards and analysis unveiled that equitable distribution of rewards serves as a process for employee retention. Further breakdown revealed that recognition and employee training and development are of paramount importance, since employees are sure of improving their skills and competencies and also prospects for promotion. The relevance of this study could be of importance to human resource management practitioners and heads of corporations since reward is an accelerating dynamism that stimulates performance and enhances corporations’ success.