Workplace flexibility has emerged as a strategic human resource management practice for enhancing employee well-being and organizational performance in response to rapid technological advancement, changing workforce expectations, and evolving business environments. Despite its increasing adoption, empirical evidence on the relationship between workplace flexibility and employee performance within Nigeria’s manufacturing sector remains limited. This study examined the relationship between workplace flexibility and employee performance at Nigeria Bottling Company, Benin Plant. Specifically, the study investigated the relationships between remote work and employee commitment, flexible working hours and job satisfaction, and job sharing and task performance. The study adopted a descriptive survey research design. A sample of 161 employees was selected from a population of 268 employees using the Taro Yamane sampling formula and proportionate stratified random sampling technique. Data were collected through a structured questionnaire and analyzed using descriptive statistics and the Pearson Product Moment Correlation Coefficient (PPMC). The findings revealed significant positive relationships between remote work and employee commitment (r = 0.488, p < 0.001), flexible working hours and job satisfaction (r = 0.628, p < 0.001), and job sharing and task performance (r = 0.543, p < 0.001). The study concludes that workplace flexibility significantly enhances employee performance by strengthening employees’ commitment, increasing job satisfaction, and improving task performance. It recommends that manufacturing organizations should institutionalize flexible work policies, invest in digital technologies that support flexible work arrangements, and establish effective performance management systems that balance employee flexibility with organizational productivity.

Keywords: Workplace Flexibility, Remote Work, Flexible Working Hours, Job Sharing, Employee Performance, Employee Commitment, Job Satisfaction, Task Performance.