Through extensive research and discourse, a wide range of perspectives have emerged regarding the connection between employee voice and organisational performance. Although there is evidence pointing to a potential connection between the two, it is important to acknowledge the difficulties in accurately measuring this correlation and the impact of other factors.

Supporting the Link

1. Research on High-Performance Work Practices

Research on HPWPs provides strong support for the notion that employee input improves organisational performance. Organisations that adopt HPWPs and incorporate mechanisms for employee voice experience significant improvements in productivity, creativity, and overall performance. Engaging employees and fostering commitment to organisational objectives is strongly linked to their active involvement in decision-making (Kelliher, Richardson & Boiarintseva, 2019).

2. Employee Engagement Enhancement

An environment that promotes open and honest communication, along with teamwork, encourages employees to share their thoughts and ideas, resulting in higher levels of employee involvement. Increased engagement is associated with enhanced job performance, increased customer satisfaction, and positive organisational outcomes.

3. Innovation and Problem Resolution

Various studies confirm the beneficial effects of employee voice on organisational performance, similar to the findings from HPWP research. Organisations that incorporate employee voice mechanisms often see significant enhancements in productivity, creativity, and performance. Participating in decision-making boosts employee engagement and commitment to organisational goals.

Challenging the Link

1. Difficulties in Assessing Performance

The measurement complexities make it difficult to establish a direct correlation between employee voice and organisational performance. The complex impact of employee voice on performance cannot be fully measured using industry-specific metrics, making it difficult to attribute performance changes solely to employee input (Nechanska et al., 2020).

2. Differences in Voice Techniques

The effectiveness of employee voice relies on the utilisation of various strategies, including both formal feedback channels and informal methods. Understanding the effects of employee voice on organisational performance is challenging due to the varied implementation of these practices.