Recent layoffs have left some tech workers without jobs and others tasked to do more with less. A recent Harvey Nash/LinkedIn survey found 61% experienced an increase in workloads, while 61% didn’t receive pay increases. Additionally, AI is changing the skills and jobs that businesses need, putting even more of a burden on tech employees.

The constant upheaval in the industry has left many tech workers contemplating their next move — over a third are considering leaving their present role in the next 12 months. The challenge for companies is convincing both current and future workers that the tech positions they provide are rewarding and offer career growth. Here are four tips that may help:

Recognize new players in the profession. There’s a wide range of alternative routes into tech today, making it important to think differently about how people obtain their skills in the absence of a degree. While 52% acquire their tech know-how in undergraduate studies, the remaining learn through industry certifications, apprenticeships and boot camps. And in the US, 55% of women transitioned from an alternative career.

Much of this diverse talent has been left behind by companies that are focused on degrees and past tech experience. Instead, it’s important to use a balanced approach that takes into consideration different methods candidates use to acquire skills and their potential to learn new ones. This includes ensuring job descriptions aren’t too narrow and that recruiters know how to use skills-based assessments when evaluating candidates.

Build well-rounded tech leaders. Today’s technologists want more from their leaders than technical knowledge — they want great communicators. This is especially important in the constantly changing IT environment. Employees like regular updates, clear expectations and open channels for feedback so they feel informed and confident.

But not every manager has these skills, and some may fall out of practice over time. Just as an organization should prioritize ongoing tech skills training, there should be opportunities for IT managers to consistently work on their soft skills. This can be through internal training, online courses, outside workshops or other avenues of education. Becoming better listeners and communicators will help them build trust and foster a sense of belonging with their team.

Find a comfortable workplace balance. Although good pay ranks as the top priority for tech workers in the US, a “work-from-anywhere policy” ranked second. But, this is at odds with what many business leaders currently prefer in the workplace. CEOs around the world are hardening their stance, with 83% expecting a full return to the office within the next three years. Some are already holding back raises and promotions for those who don’t come in full time.

It’s true that tech teams often have roles that are ideal for remote working, making flexibility a significant job perk. But many also benefit from some face-to-face interactions. Instead of taking a hard line, companies should consider a hybrid model that increases in-office time and collaboration while allowing alternative working environments that help improve company culture.

Prioritize learning and development. The good news is that US tech employees lead the way in job satisfaction, with 64% saying they’re happy in their role and women contractors reporting even higher job satisfaction than men by eight percent. But that doesn’t guarantee employees will stay.

Jobs today aren’t for life, and employees will continue to jump ship. While 55% are seeking better pay, 43% are looking for opportunities to grow their skillsets, especially as AI adoption accelerates. The vast majority of tech workers engage in self-learning to keep skills relevant. But companies can do more by investing in professional development and training. This includes providing financial compensation and time off for employees to attend conferences, workshops and online training.

Attracting and retaining technologists will be a delicate balance between the practical — good pay, benefits and flexibility — and keeping work challenging, interesting and rewarding. As an industry, we have an exciting opportunity to bring even more diverse tech talent into the field while lifting up those already here.