A big problem for firms is employee turnover, which leads to lower organizational performance, higher recruiting expenses, and the loss of trained people. As a strategic human resource strategy, employee recognition efforts are gaining attention as a means for firms to retain valuable employees in today's competitive business climate. This research looks at how recognition programs may help keep employees from leaving by examining how workers feel about their own recognition practices and how that makes them feel about their jobs and whether or not they plan to leave. Primary data for the study came from a structured questionnaire given to workers; the research strategy was a combination of descriptive and analytical. The data is analyzed using statistical methods including percentage analysis, correlation, and regression analysis.