Employee voice is essential in helping both for-profit and non-profit organisations to achieve their desired results. Despite this, all employees must feel comfortable speaking their minds and acknowledging their unease inside the company. Even if they have many brilliant ideas, individuals will typically remain mute if their organisations poorly embedded with openness and enthusiasm for new ideas. Using the dynamic power of new thinking to increase organisational performance is not permitted. We found several studies within the literature, the conceptual and empirical, on different workplaces and team levels regarding causes and consequences of employee voice behaviour. It has long known that leadership plays a significant role in promoting employee communication. Employee voice conduct is a clear indication that the workplace is becoming increasingly important. Considering many aspects of leadership when addressing workplace challenges is currently being considered since information about this area remains undeveloped and developing. Because of this, this paper synthesises the material that is already out there, underlines the psychological mechanisms which allow employees to share their opinions, and does so while identifying various research studies. A conceptual framework and research ideas are both outlined in this paper.