The Great Resignation has been a prominent phenomenon in the global job market, and South Africa is no exception. As employees reassess their priorities and seek better work-life balance, organisations in South Africa are facing the challenge of retaining their talent.“It feels like a big trend but if you unpick it, this is the culmination of a lot of small changes happening at once,” says Jaco Oosthuizen, Co-founder and Chief Insurance Officer of YuLife SA. “This is driven by people making personal choices, but on the back of some big cultural shifts experienced over the past few years. But businesses don’t need to be afraid of it: this has the potential to be an opportunity to adapt, and come out stronger.”How? Here, we discuss three effective strategies that employers can implement to mitigate the Great Resignation in their workplace. 1. Work on your workplace cultureCreating a positive work culture is crucial in retaining employees and fostering their loyalty. “It’s time to show you care,” says Jaco. “These are challenging times where people are under great financial stress. Businesses need to demonstrate that they’re concerned about people's wellbeing.” The most effective preventative or retention measures you can take are making sure that people feel connected to the business and to their colleagues and managers.“This isn’t about giving days off or limiting working hours,” says Jaco. “Everybody's doing that. You have your people, and your need to hold onto them, so how do you enhance their connection to each other? How do you make them feel like they are making a difference to something bigger than themselves?”Encouraging employee feedback and involvement in decision-making processes will help them feel valued and engaged. In addition, companies can invest in team-building technology to promote camaraderie and a sense of belonging. Recognising and rewarding employees are also essential components of a positive work culture.2. Enhance benefitsA competitive employee benefits package is vital in attracting and retaining talent. Employers should regularly review their benefit offerings beyond traditional health insurance and retirement plans – including perks such as wellness incentives can make a significant difference in employee satisfaction and retention.“Gone are the days when employee benefits sat there unacknowledged and unutilised – now, they’re a means to care for your people on a daily basis, and engage,” says Jaco. A well-rounded employee benefit offering provides something for everyone, with rewards alongside wellbeing provision that cares for peoples holistically: mental, physical and financial health. “In challenging climates, this additional support can make employees think twice about leaving.”3. Focus on employee engagementDisengaged employees are more likely to leave an organisation for several reasons, primarily rooted in their dissatisfaction with the work environment and their overall experience within the company. It could stem from lack of growth opportunities, burnout, organisational culture…but there are some simple strategies that can mitigate it.Mitigating the departure of disengaged employees involves proactive efforts to address the root causes of their dissatisfaction. It includes creating open communication, regular feedback sessions, fostering a feeling of empowerment. With this, the professional development and training that allow employees to feel they’re on a journey with your business. But recognition and rewards are a part of this, along with a feeling of shared values. Employees are more likely to stay with a company that shares their values and provides a sense of purpose.Finally, utilising employee benefit technology can be the key to driving engagement: with access to tools, rewards and benefits in the palm of their hand, employee engagement soars.