Abstract: This study addresses the relationship between organizational reward practices and employee job performance in small and medium enterprises. The study used descriptive and survey research design in which convenience sampling method to select 289 participants were used. It was found out that there was a positive significant relationship (r = 50.2%) between reward by profit sharing and employee performance and negative significant relationship between reward by performance pay (r = -51.1%), selection (r = -27.2%) and timeline (r = -17.3%) as criteria for rewarding workers and job performance. Although, Pearson correlation indicated that there were significant relationships between variables, observations from calculation of coefficient of determination revealed that positively reward by profit sharing predict ($ = 0.281) employee job performance while reward by performance pay and selection for rewards negatively predict employee job performance (-0.304, -0.109) and that selection criteria is not a predictor for employee job performance in organization. Results show that organizational reward system is one of the factors that affect the employee job performance in small business enterprises.