Employee voice and organisational performance are tightly intertwined. Companies that invest in their employees consistently surpass their competitors across all critical performance metrics. Employee input is essential for better organisational decision-making, employee engagement, staff retention, and customer happiness, all of which significantly impact organisational performance (Peters, 2022). High-performance working practices refer to an organizational structure in which employees are actively involved in decision-making processes that significantly impact both their professional development and the company’s overall success (Caldwell & Floyd, 2014). Workers are much more likely to be more productive when they have a voice in decisions that affect them. This is due to the fact that they are designed to create a high-performance culture, where the fusion of ingrained norms, cherished values, and accessible human resources produces an environment in which high performance is the norm (Caldwell & Floyd, 2014). In order to address issues of work-life balance and ensure high performance, many employees who had recovered from the pandemic requested the establishment of a hybrid workplace culture. Businesses that reverted to a fully on-site structure faced the risk of losing up to 39% of their employees. As a result, many companies chose to adopt a new, human-centric strategy for the hybrid environment. This approach focuses on employee-driven flexibility, fostering a strong cultural connection, and emphasizing humane leadership to meet the needs of their workforce.
