Social media can be a powerful communication tool for employees, helping them to collaborate, share ideas and solve problems. Research has shown that 82% of employees think social media can improve work relationships and 60% believe it can support decision-making processes. These beliefs contribute to a majority of workers connecting with colleagues on social media, even during work hours.

        Employers typically worry that social media is a productivity killer; more than half of U.S. employers reportedly block access to social media at work. In my research with 277 employees of a healthcare organization I found these concerns to be misguided. Social media doesn’t reduce productivity nearly as much as it kills employee retention.

        In the first part of the study I surveyed the employees about why and how they used platforms like Facebook, Twitter, or LinkedIn. Respondents were then asked about their work behaviors, including whether they felt motivated in their jobs and showed initiative at work. I found employees who engage in online social interactions with co-workers through social media blogs tend to be more motivated and come up with innovative ideas. But when employees interact with individuals outside the organization, they are less motivated and show less initiative.

        In the second part of the study I found 76% of employees using social media for work took an interest in other organizations they found on social media. When I examined how respondents expressed openness to new careers and employers, I found that they engaged in some key activities including researching new organizations and making new work connections.

       These findings present a dilemma for managers: employees using social media at work are more engaged and more productive, but they are also more likely to leave your company. Managers should implement solutions that neutralize the retention risk caused by social media.

        They can create social media groups in which employees will be more likely to collaborate and less likely to share withdrawal intentions or discussions about external job opportunities. Managers can also use social media to directly reduce turnover (跳槽) intentions, by recognizing employees’ accomplishments and giving visibility to employees’ success stories.

解析：C。根据题干中的managers和neutralize the retention risk可定位至原文第五段最后一句。这里提出，管理者应该采取措施来消除社交媒体所带来的离职隐患。在第六段的具体建议中，作者指出管理者也可以利用社交媒体来认可员工的成就、展示员工的成功故事，从而直接减少他们跳槽的想法。C项与此相符，其中的Acknowledge employees’ achievements是对第六段最后一句中recognizing employees’ accomplishments的同义替换，through social media是对该句中use social media的同义替换，故C项为正确答案。

错项排除：A项利用原文中的accomplishments设置干扰，但其中的Give promotions无依据，故排除。原文中提到，管理者可以利用社交媒体展示员工的成功故事，而不是让员工分享成功故事，B项与原文存在语义偏差，故排除。D项利用原文中的visibility设置干扰，但原文说的是展示员工的成功故事，而不是让员工增加曝光度，D项曲解词义，故错误。