This study examines the relationship between grievance management practices and organizational performance in Nigeria Bottling Company, Lagos State. The main objective was to assess how grievance reporting mechanisms, grievance resolution time, and grievance resolution rates influence organizational performance. The study employed a quantitative research design, surveying 120 employees of Nigeria Bottling Company. A simple random sampling technique was used to determine the sample size, ensuring diverse representation across departments data were collected through structured questionnaires, focusing on employees’ perceptions of grievance reporting mechanisms, resolution times, resolution rates, and performance outcomes. The data were analyzed using Pearson’s correlation coefficient to assess the relationships between the variables. The findings revealed a significant positive correlation between grievance reporting mechanisms and organizational performance (r = 0.70), indicating that effective reporting systems lead to improved productivity. A moderate negative correlation was found between grievance resolution time and performance (r = -0.60), suggesting that quicker grievance resolution enhances organizational outcomes. Additionally, a strong positive correlation (r = 0.75) was observed between grievance resolution rates and performance, emphasizing the importance of effectively resolving grievances for higher performance. In conclusion, effective grievance management plays a critical role in enhancing organizational performance. Therefore, the study recommends that Nigeria Bottling Company improve grievance reporting systems, reduce resolution times, and ensure higher resolution rates. It also suggests providing additional training for HR staff and managers to handle grievances promptly and fairly, fostering a positive work environment.

Keywords: Employee, Grievance, Management, Performance, Resolution, Organisation