The company developed, but the technical backbones resigned After working as a civil servant for several years, Zhu noticed the opportunity presented by the energy shortage in recent years and left the stable position that many people admired. With more than $20$ technicians, he ventured into business to open an energy$-$saving product company. At the beginning, it was naturally difficult, especially in the research and development stage, where only input was needed but no output was produced. Zhu often worked overtime with the researchers and ate fast food with them. For this new enterprise, we all worked hard together.In a blink of an eye, the enterprise has been established for three years. With the successful development of several new energy$-$saving products, the originally accumulated human resources can now easily solve the sales problem. The enterprise is developing like an elevator, and now it has become a high$-$tech enterprise with annual sales of over $80$ million yuan. While Zhu is full of ambition to plan the next development, he encountered a problem that he did not have a bit of thought to prepare for: Several technical backbones who started a business with him suddenly offered to resign at the same time. It should be said that the enterprise has what it is today in large part due to these few technical backbones. When the enterprise is on a roll, they suddenly choose to leave, and Zhu, who always thought his employee relationship was good, cannot understand.High$-$tech companies' most important asset is the technical staff. It can be said that the technical staff is the core, and personnel stability is the guarantee. Zhu was at a loss as to what to do$.$ Zhu tried to retain them by communicating with them separately. As a result, Mr$.$ Zhu learned that the executives were leaving because they felt the company's growth was at odds with their own expectations. When the company was just established, everyone took whatever the company could earn as their pay, suffering together; with the development of the company, the situation remained the same, Zhu gave whatever the company could afford, and we took whatever we received. In fact, Zhu's salary was not too low, but because there was no assessment standard to follow, some people naturally felt that their pay and income were inconsistent, always feeling that they were suffering losses. After Zhu's efforts, several people decided to stay, but others still insisted on leaving.Zhu was very surprised and finally had to reluctantly accept the fact. He fell into painful reflection. He thinks he has always been good to these technical backbones:The company provides them with a comfortable working environment and allows them to arrange their working hours flexibly. The management environment of the company is relatively lax... He didn't understand why they were still dissatisfied. Zhu never thought that, privately, quite a few employees were very dissatisfied with the company's compensation system. Especially the core designers of the company's key projects, who worked day and night and made a great contribution to the development of the company, but the pay gap with ordinary employees was not large. These employees felt that they did not share the results of the company's rapid development, and their pay and return were not proportional.At the same time, since the company is still in the development stage, Zhu always thinks more about reinvesting the profits into projects and trying to reduce labor costs, largely ignoring the incentives and inspiration for talents. In fact, Zhu sometimes fails to pay his employees without justification and plausibly tells them to save costs for the company first. The payment of wages is often based on Zhu's preferences, and the amount of bonuses is not based on results. Whether it is reward or punishment, it will let some employees become dissatisfied. Many employees have also not heard back about technical training. Some young technical core personnel said frankly: $"$In the company, I cannot see my own development space. Material salary is very average, not to mention we$,$ as technical personnel, mostly hope to have training opportunities to improve our technical abilities." But Zhu believes that the enterprise has only been developing for three years, there are still a lot of things to do$.$At the beginning, we can tighten our belts to get through it$,$ but now we should contribute more to the company's development.Questions:$1.$ What are the reasons for the resignation of technical backbones? $(15)2.$ What should companies do if they want to retain their technical talent? $(15)$