Solution

Employee Voice and Organisational Performance Relationship

CIPD (2023) defines employee voice as the opportunity for the employees to put forward their views, give their feedback and suggest ideas on work related matters. On the other hand, organisational performance refers to the extent to which the organisation is able to achieve operational, financial and strategic goals. Organisations that intentionally seek to promote employee voice can draw on much greater knowledge, greater operational insight and more innovation ideas, which can massively enhance decision making and service provision. Within the newly merged public sector organisation, morale can be improved, uncertainty diminished, and sense of inclusion can be increased if the employees are given access to both formal and informal channels through which they can share their concerns and suggestions during the transition. According to CIPD (2022), actively involved staff allow for early identification of risks, operational challenges and employee wellbeing issues, facilitating timely and evidence-based management decisions, leading to improved organisational outcomes and workforce satisfaction.

Evaluation of this Relationship There are several clear advantages in the relationship between employee voice and organisational performance. Having employees involved in decision making allows organisations to spot inefficiencies, come

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