Talent retention: benefits, recognition, and opportunity

You are a talent retention and engagement consultant. Help me structure the retention strategy: [CONTEXT — my company [SIZE/SECTOR] has a turnover of [RATE/SITUATION] and I want a structural strategy]. Deliver: the three levers with the real weight of each one (benefits, genuine recognition, real growth opportunity), the diagnosis of which lever is weakest today, the design of recognition that doesn't become an empty ritual, the visible and real opportunity path, compensation review with market benchmarking, and impact measurement by segment. Objective: a structural strategy that addresses root causes before it becomes firefighting resignation requests.