ABSTRACT Agile forms of organizing have become central to contemporary human resource management (HRM), particularly through their emphasis on employee voice, collaboration, and continuous innovation. However, these agile HRM systems often implicitly privilege extraverted modes of participation, creating tension for high‐performing introverted employees whose innovative contributions may not align with dominant voice norms. Despite growing HRM interest in employee voice, silence, and inclusion, little is known about how introverted high performers navigate the interpersonal and evaluative demands of agile team environments, particularly in collectivist, high power‐distance contexts such as India. Drawing on 60 in‐depth, multi‐stage interviews with high‐performing introverted professionals working in agile teams across multiple sectors, this study develops a grounded, process‐oriented theory of how introverted high performers manage innovation and voice within agile HRM systems. The findings reveal a dynamic process of strategic innovation management , whereby introverted employees generate ideas privately, calibrate voice based on contextual cues of psychological safety, and leverage trusted relational allies to legitimize and champion innovations. By theorizing silence as a purposeful and competence‐preserving HR‐relevant behavior rather than a deficit, this study extends HRM theories of employee voice, talent utilization, and inclusive people management. Practically, the study offers actionable implications for HR managers and leaders regarding the design of agile HR practices, performance management systems, and voice mechanisms that recognize diverse contribution styles and enable organizations to more fully leverage introverted talent.
Debasish Biswas (Tue,) studied this question.
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