Effective talent management is a critical factor in the performance of any organization. Non-Governmental organizations depend on reliable and dedicated workforce to achieve their social missions in order to gain legitimacy with a broad range of stakeholders, manage the dependence on donors and reconcile diverse performance expectations. Yet they often experience difficulties in recruiting and retaining top quality workers given their unique context, including reliance on time-bound donor funding. Although NGOs are increasingly being deliberate on strategic talent management, a lot more need to be done. This research analyzed talent management strategies among NGOs in Kenya and how these influence their performance. The specific objectives were: to determine the influence of employee attraction strategies on non-governmental organizations’ performance; to evaluate the influence of Training and Development on non-governmental organizations’ performance; to assess the influence of Employee Retention on non-governmental organizations’ performance and to explore the influence of Employee relation on non-governmental organizations performance in Kenya. The study applied quantitative research method using departmental questionnaire survey. The target population comprised of 47 departmental heads within the 17 Non-governmental organization funded by the UK Department for International Development (DFID) in Kenya. Since the number was manageable, the sample size was all the 47 departmental heads. SPSS was used for data analysis and interpretation of the data was done using quantitative methods according to the research objectives and research questions. The data collected was summarized, classified, tabulated and analyzed quantitatively. The study found that non-governmental organizations in Kenya are increasingly putting in place measures to ensure that they attract, train, maintain and retail talent in order to achieve their objectives. Key strategies used include building positive reputation in order to attract the right caliber of employees, applying a mix of formal training as well as on the job learning, flexible working arrangement and competitive remuneration to retain employees and leadership engagement and adequate communication for employee retention.