Do some research. It's surprisingly easy to find out what the rate of attrition is with your competitors. If the competition have a noticeably lower rate of attrition then it's time for some introspection.
Exit interviews are drastically underrated. Done right they can reveal a huge amount about why your attrition is higher than most.
Except most people will say "skip them" or "don't say anything bad". I've had this advice from a few people, and there was an HN thread some time back suggesting the same things. "Don't burn any bridges by badmouthing anyone in an exit interview", etc. Certainly there's a difference between "being honest" and "badmouthing", but when that info reaches certain ears, the distinction may be lost. For people that care about having good references, a whitewashed exit interview seems the easiest thing to do (I don't think it's the correct thing to do, but it seems that's a common enough thought process).
Do some research. It's surprisingly easy to find out what the rate of attrition is with your competitors. If the competition have a noticeably lower rate of attrition then it's time for some introspection.
Exit interviews are drastically underrated. Done right they can reveal a huge amount about why your attrition is higher than most.