|When new employees are leaving in droves, it is always important to try to figure out what drove them to do so. It is normal to immediately start looking at the usual suspects, such as pay, benefits, working conditions, and supervision. The problem is that this is a random approach in which you might stumble across the answer, but you might not.|
A more effective step is to go to the source, namely the departing new hires. One compelling way to do so is through a formalized exit interview where the employees are asked about their reason or reasons for leaving. Importantly, sometimes their initial responses are little more than a symptom, so be sure to use open-ended questions to get to a deeper level. You do not have to be the grand inquisitor, but questions that start with who, what, and why can be particularly helpful.
Another step that often helps reduce early turnover is the use of mentors. New hires often leave because they feel ignored, confused, and lost. With a formalized mentor program, the employee has a much greater chance of having a running start and staying in the race.