Get a Grip on Your D.C.

If you don’t already have one, establish an exit interview process to learn more about why people leave. Look at the turnover by months and years of service. Determine whether you’re seeing turnover with long-term employees or new hires — or a combination of both.

Then calculate the cost of recruiting, training and losing employees, and get management to understand the reasons and the costs. From there, establish a well-designed plan of action to change these trends.