<![CDATA[Employee performance is a critical factor in determining organizational competitiveness and sustainability. PT XYZ has experienced declining production output, increasing employee absenteeism, and rising overtime hours during the 2023–2025 period, indicating suboptimal employee performance. This study aims to examine the effects of Employee Engagement, Work-Life Balance, and Job Satisfaction on Employee Performance at PT XYZ. A quantitative approach with a descriptive-verificative design was employed. The study involved all 50 employees using a census sampling technique. Data were collected through a five-point Likert-scale questionnaire and analyzed using multiple linear regression with SPSS version 26. The findings indicate that Employee Engagement, Work-Life Balance, and Job Satisfaction each have a positive and significant effect on employee performance. Simultaneously, the three variables significantly influence employee performance (F = 136.141; p < 0.001). The coefficient of determination (R² = 0.899) demonstrates that 89.9% of the variation in employee performance is explained by the three independent variables, while the remaining 10.1% is attributed to factors outside the research model. Among the predictors, Job Satisfaction emerged as the most influential variable. These findings suggest that strengthening employee engagement, maintaining a healthy work-life balance, and improving job satisfaction are essential strategies for enhancing employee performance. The study highlights the importance of integrated human resource management policies to support sustainable organizational performance and improve employee productivity in the long term.]]>
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