<p>Team members naturally experience affective feelings when expressing and discussing work-related concerns or suggestions. However, there is no clear consensus on the affective implications of team voice or whether promotive and prohibitive team voice have distinct effects. Drawing on the theory of collective emotions and the literature on team voice, the present research identified distinct affective implications of the two forms of team voice and examined how and when shared affect would influence team performance. We tested our hypotheses with two field studies. In Study 1 (<i>N</i> = 88 teams), we used a multi-wave design and found that promotive team voice was positively associated with team positive affective tone, whereas prohibitive team voice was positively associated with team negative affective tone. In Study 2 (<i>N</i> = 70 teams), analyses of multi-wave, multiple-source survey data revealed that promotive team voice had a positive indirect relationship with team performance through team positive affective tone, and this relationship was more pronounced when task reflexivity was higher. In addition, prohibitive team voice had a positive indirect relationship with team performance through team negative affective tone but only when task reflexivity was high. We discuss the theoretical and practical implications of these findings.</p>