Piye carane nyedhaki insinyur sing apik?

Question

Accepted Answer

Retention asale saka **pertumbuhan, manajemen sing apik, karya sing bermakna, lan kompensasi sing adil** — biasane ing urutan kuwi. Wong-wong jarang lunga amarga dhuwit; dheweke lunga saka manajer, stagnasi, lan kurang respek.

## Apa sing bener-bener njaga wong-wong

```text
TOP DRIVERS OF RETENTION
GROWTH      → a visible path and new challenges
MANAGER     → "people leave managers, not companies"
MEANING     → work that matters and is recognized
AUTONOMY    → trust and ownership, not micromanagement
PAY         → fair and competitive (a hygiene factor, not a motivator)
```

## Dadi proaktif, ora reaktif

- **Stay interviews:** takon "apa sing bakal nggawemu nimbang lunga?" *sadurunge* padha setengah metu.
- **Katonake sinyal awal:** ora antusias, cilik inisiatif, wong kuwe dadi luwih senyep.
- **Aja gumantung ing tawaran balik** — nalika iku kapercayaan wis biasane wis rusak.

## Jebakan

- **Nglirwakake wong-wong paling apik mu** amarga dheweke murah perawatan.
- **Mung tumindak nalika pengunduran diri ana ing meja.**
- **Nganggap bayaran minangka kabeh crita** nalika masalah nyata yaiku pertumbuhan utawa manajemen mu.

## Mangapa iki penting

Ngganti insinyur butuh bulan-bulan produktivitas, upaya nyewa, lan konteks ilang, lan nandasake moral tim.

Retention jauh luwih murah tinimbang backfilling.

Retention uga papan skor manajemen mu.

Yen wong-wong apik terus-terusan lunga saka tim mu, pola iku minangka pesan — lan patut ditanggapi kanthi jujur tinimbang mung nyalahake pasar utawa gaji.