OLUSUPO, Margaret Odunayo2026-08-242026-08-242024-08-06https://ir.bellsuniversity.edu.ng/handle/123456789/485xii86pages; illustrationThis study investigates the impact of employee engagement on organizational performance among selected commercial banks in Ota, Ogun State. The objectives of the study were to determine how training and development, work-life balance and employee retention impact organizational performance. Data for the study was sourced primarily with the aid of a structured questionnaire. The study made use of the entire population for the sample study as the population was less than 100 (population < 100). To test the hypotheses, the data was analyzed using descriptive statistics such as percentage, mean, and standard deviation, as well as inferential statistics such as multiple regression analysis. The findings revealed that all variables understudy (raining and development, work-life balance and employee retention) all had a moderately significant impact on organizational performance, showing a predictive value of .95%. The research findings emphasize the multifaceted nature of organizational performance and the necessity for organizations to adopt a holistic approach to talent management; While training and development, work-life balance, and employee retention each play a role in shaping organizational outcomes, their combined influence yields the most significant impact. Thus, organizations must strive to create a conducive work environment that fosters employee growth, well-being, and retention to drive sustained organizational success in the long term. Furthermore, the study recommends that organizations should prioritize the development and implementation of strategies to enhance employee engagement, such as fostering a supportive work environment, providing opportunities for growth and development and promoting a healthy work-life balance.enAttribution 4.0 InternationalConceptual ClarificationEmployeeEmployee EngagementOrganizational PerformanceWork EnvironmentDissertation