来源：《哈佛商业评论》2023年3月4月双月刊
Managers sometimes worry about overcommunicating with their employees lest they cause information overload or come across as patronizing. However, those fears may be unfounded.
管理者有时会担心与员工过度沟通，害怕造成信息过载或给人以傲慢的印象。然而，这些担心可能是没有根据的。
Analyzing 2,717 comments from archived leadership assessments, researchers found that overcommunication was cited just 46 times, whereas undercommunication got a whopping 421 mentions. Surveying people about their current or most recent boss revealed a similar imbalance.
研究人员分析了2717条领导力评估档案中的评论，发现过度沟通只被引用了46次，而缺乏沟通被引用了高达421次。调查人们对现任或最近上司的看法，也显示出类似的不平衡。
In a subsequent laboratory experiment, participants reviewed feedback in which a hypothetical leader was variously described as communicating too little, too much, or the right amount before they evaluated the leader’s ability and empathy. The appropriately communicative leader got the highest ratings, and the undercommunicating leader scored much lower than the overcommunicating one. The under-communicator was also seen as much less empathic than the other two.
在随后的实验室实验中，参与者在评估领导者的能力和同理心之前，先回顾反馈，其中假设的领导者被描述为沟通太少、太多或适当。恰当沟通的领导者得到了最高的评价，而沟通不足的领导者得分远低于沟通过度的领导者。沟通不足的领导也被认为比其他两类领导更缺乏同理心。
In the final study, participants were surveyed about how much their manager communicated with them versus how much they thought he or she “ought to” communicate and asked about leadership ability and empathy. Most reported that their manager communicated far less than they would like—and those leaders got lower ability and empathy ratings than their more voluble counterparts did.
在最后一项研究中，参与者被问及他们的经理与他们沟通的程度，以及他们认为他或她“应该”沟通的程度，并被问及领导能力和同理心。大多数人报告说，他们的经理沟通远远少于他们想要的，这些领导者的能力和同理心评分低于那些更健谈的同行。
“Although under-communication appears to be more common than over-communication, it also appears to be more costly,” the researchers write. It “not only signals that the leader has failed to help the...employee, but also that the leader has not even gone to the trouble of interacting,” whereas overcommunication may signal a misguided but well-intentioned attempt.
研究人员写道：“尽管沟通不足似乎比过度沟通更为常见，但其成本也似乎更高。”它“不仅表明领导未能帮助……员工，而且表明领导甚至没有去主动互动”，而过度沟通可能表明一种误导但善意的尝试。