1. Diagnostic Assessment using Herzberg's Dual-Factor Theory
High turnover is rarely solved by salary alone. While compensation is a Hygiene Factor (preventing dissatisfaction), long-term retention requires Motivator Factors (meaningful work, autonomy, recognition, and career progression).
2. Multi-Pillar Retention Architecture
- Dual-Track Career Pathways: Enabling senior engineers to advance compensation and status without being forced into people management.
- Total Rewards Overhaul: Implementing performance-vesting equity, flexible hybrid work stipends, and continuous learning budgets.
- Psychological Contract Alignment: Transparent quarterly career development conversations and 360-degree leadership reviews.