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1Social media can be a powerful communication tool for employees, helping them to collaborate, share ideas and solve
2problems. Research has shown that 82% of employees think social media can improve work relationships and 60% believe it
3can support decision-making processes. These beliefs contribute to a majority of workers connecting with colleagues on
4social media, even during work hours.
5Employers typically worry that social media is a productivity killer; more than half of U.S. employers reportedly block
6access to social media at work. In my research with 277 employees of a healthcare organization I found these concerns to
7be misguided. Social media doesn't reduce productivity nearly as much as it kills employee retention.
8In the first part of the study I surveyed the employees about why and how they used platforms like Facebook, Twitter, or
9Linkedln. Respondents were then asked about their work behaviors, including whether they felt motivated in their jobs
10and showed initiative at work. I found employees who engage in online social interactions with co-workers through social
11media blogs tend to be more motivated and come up with innovative ideas. But when employees interact with individuals
12outside the organization, they are less motivated and show less initiative.
13In the second part of the study I found 76% of employees using social media for work took an interest in other
14organizations they found on social media. When I examined how respondents expressed openness to new careers and
15employers, I found that they engaged in some key activities including researching new organizations and making new work
16connections.
17These findings present a dilemma for managers: employees using social media at work are more engaged and more
18productive, but they are also more likely to leave your company. Managers should implement solutions that neutralize the
19retention risk caused by social media.
20They can create social media groups in which employees will be more likely to collaborate and less likely to share
21withdrawal intentions or discussions about external job opportunities. Managers can also use social media to directly
22reduce turnover (跳 槽 ) intentions, by recognizing employees’accomplishments and giving visibility to employees’success
23stories.
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