<p>In the rapidly evolving global business landscape, the demand for software has intensified competition among organizations, creating challenges in retaining qualified professionals. One of the problems faced by organizations is the retention of software engineers whose specialized skills and knowledge make them strategic professionals, often referred to as talent. This work introduces an actionable framework for the retention of software engineering (SE) talent called the TR4SEM Framework, based on a field study with 21 SE managers working in Brazilian organizations. These SE managers are professionals who lead software development teams, combining technical expertise with management skills to align technical efforts with organizational goals and foster talent retention. The TR4SEM Framework supports SE managers with strategies to address talent management challenges, emphasizing the importance of clear communication and customized career development plans aligned with individual goals. By promoting cohesive teams and creating motivating work environments, organizations can transform talent retention into a competitive advantage. The research findings shed light on factors that influence retention, including the need for participative leadership styles that encourage collaboration, innovation, and psychological safety in high-pressure environments driven by innovation. Furthermore, this work highlights barriers such as limited career growth opportunities and ineffective recognition mechanisms, which can hinder talent retention. Our framework provides practical guidelines that may support efforts to reduce turnover and addresses the specific demands of SE teams. We propose an approach that ensures alignment between professional growth and organizational goals. In addition, the framework reinforces the strategic value of software engineers in driving innovation.</p>