In a recent interview Clay Shirky described some of the challenges of managing “Millennial” workers.

Shirky warns that in the absence of a clearly articulated career path, it’s easier for many employees to “find a better job in a different city, working for a different company” than to take the next step with their own company.

Recognition may be what the doctor ordered. The need for continual validation is especially true of Millennials. They grew up with the Internet and their personal life is intertwined with active social networks. We wrote recently about how recognition is more desired than sex by this generation.

The fact is, employees of any generation feel valued when they receive public validation from their peers. They see that their efforts at work make a meaningful difference in the lives of others. If you believe that your efforts matter, then you will be less likely to leave and more likely to put greater effort into your job each day.

Ongoing peer-to-peer recognition removes the bottleneck often experienced when already busy managers are the required starting point for recognition.

Over time, peer-to-peer - or social - recognition can build an employee’s personal legacy of contribution to the company.