This study aimed to investigate how Total Rewards Strategy (TRS) helps to reduce employee turnover in industries with a high turnover rate, namely healthcare, business process outsourcing (BPO), and information technology (IT). The general aim of this study was to identify which rewards, monetary and otherwise, are most significant to employees' turnover intentions, which rewards are most significant to their level of commitment to their company, and which rewards characteristics are most significant to their actual turnover rates. Two hundred workers from low-retention companies were surveyed. The findings revealed that workers are less likely to voluntarily leave a company if they are offered a well-designed total incentives system that offers them a competitive salary, opportunities to advance their careers, respect, a good work-life balance and other rewards. Job security and opportunities for professional development are more significant to workers aged between 20 and 35 years old in the service and technology industries when evaluating their overall rewards packages. Employee preferences, demographic profiles, and company objectives should all be taken into consideration when designing a customised and multi-dimensional rewards system.