In response to globalization and decreasing funding from governments and donors, research institutions like Kenya Forestry Research Institute (KEFRI) have had to lay off a number of their staff. This reduction in the number of staff has necessitated an improvement in employees’ performance in terms of efficiency, productivity and also effectiveness. To ensure consistency in employee performance, KEFRI has been adopting performance feedback systems. However, despite the use of performance feedback system, employee performance in research institutions still remains low. The researcher therefore sought1to evaluate the nexus between performance1feedback system and employee performance (EP) in KEFRI. The researcher used descriptive research method. Moreover, unit of analysis was KEFRI Headquarters domiciled within Kiambu County, while unit of observation was one hundred and seventy-eight (178) members of staff working in seven divisions in KEFRI. The research used a census approach and hence involved all the one hundred and seventy eight (178) members of staff in the headquarters of KEFRI. The researcher utilized primary1and also secondary1data. Specifically, secondary1data on KEFRI was gathered from annual reports. Primary data was obtained by employing semi structured questionnaire. The questionnaire provided quantitative and also qualitative data. Moreover, qualitative data was then analysed by employing thematic content analysis while quantitative data1was analysed by employing descriptive and also inferential statistics1with assistance of SPSS1version 22. Moreover, descriptive statistics included frequency distribution, percentages, standard deviation and means. The1study employed regression and1correlation analysis to evaluate the link between performance feedback system and employee performance. The study discovered that performance feedback system has positive and significant effect on employee performance in KEFRI. The study also found that feedback frequency has significant and positive influence on employee performance in KEFRI. The study established that performance feedback communication channels have statistically significant positive effect on employee performance. Moreover, feedback based training has significant positive influence on the employee performance in KEFRI. The study recommends that management should provide open and honest feedback on1regular basis to enable the employees1to create trust and accept responsibility for improving performance and increasing their abilities. In addition, the management of Kenya Forestry Research Institute should provide clear, accurate, precise and detailed performance feedback so that employees can acquire information on their weaknesses and strengths that can1help them1to improve1their performance. Further, the management of Kenya Forestry Research Institute should provide performance feedback on frequent basis in order to motivate and help the employees improve their productivity and reach their goals.

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