The purpose of taking students to secondary schools is to enhance the chances of their mobility to tertiary institutions to facilitate their qualification as employable human capital with defined certification. Secondary schools in Rongo Sub-county recorded consistent decline in KCSE results, a trend that was depressing for stakeholders. This study aimed at establishing the influence of employee motivation on performance of public secondary schools in Rongo Sub-County. The specific objectives of the study were: to establish the influence of learning facilities, tangible rewards and employee recognition on the performance of public secondary schools in Rongo Sub-county. The study used a descriptive survey research design. The study targeted 690 teachers drawn from public secondary schools in Rongo Sub-County from whom a sample size of 253 teachers was systematically selected for the study using Yamane formula (Yamane, 1967). Simple random sampling was used to select the number of teachers from each school. The study was anchored upon Motivation Hygiene Theory supported with Goal Setting Theory and Expectancy Theory. Data was collected using a structured questionnaire. Descriptive and Inferential Statistics was used to analyze data. Descriptive statistics included the frequency, percentage, mean and standard deviation. On the other hand, Inferential statistics involved Pearson correlation and regression analysis. Validity was established through consultation with experts, supervisors and faculty members who advised on their construction. The reliability test used the Cronbach alpha coefficient with a threshold of 0.70 indicating satisfactory instrument reliability. The Cronbach's Alpha reliability coefficient obtained in this study was 0.736. The study found out that there was a moderate significant influence of learning facilities on the performance of public secondary schools in Rongo Sub-County (r = .554; p≤ .05); there was a moderate significant influence of tangible rewards on the performance of public secondary schools in Rongo Sub-County (r = .437; p≤ .05); and there was a significant influence of recognition on the performance of public secondary schools in Rongo Sub-County (r = .424; p≤ .05). The regression results revealed a strong degree of positive correlation (r= .825; p≤ .05) between Staff Motivation and School Performance. It showed that approximately 68.1% of the variation in School Performance was attributed to variation in employee motivation. The study concluded that there was a significant influence of employee motivation on performance of public secondary schools. The study recommends that educational stakeholders should provide adequate learning facilities, reward and recognition of teachers in order to enhance secondary schools performance.