The tech industry’s notably low unemployment rate has created some issues for employers, especially when it comes to locking down highly specialized tech talent. Simply put, there aren’t enough machine-learning specialists and IT security experts (to name two particularly in-demand roles) to go around. With that in mind, what’s the best way for employers to attract and retain tech talent, beyond simply offering more money? The answer, in broadest terms, is straightforward: manage your teams well. According to the latest Dice Salary Survey, among those tech professionals who anticipate changing employers this year, some 68 percent indicated that they would do so to secure higher compensation—just ahead of those interested in better working conditions (47 percent) and more responsibility (34 percent). In addition to fears over losing their current position or finding a job that matched their skill-set, tech professionals also expressed concern over keeping their skills up-to-date, not getting promoted, and increased workloads. When they suffer burnout, they blame a lack of interesting work and high-level recognition (among other reasons). Taken individually, these fears and desires seem like a pretty diverse group. However, they all share one thing in common: managers can affect all of them. For example, a team leader can identify which tech staff crave more responsibility, and ensure they’re properly stimulated with new projects; at the same time, they can ensure that any stressed-out members of the team have an adjusted workload or more interesting work.