High turnover rates in an organization often indicate systemic problems. One of the best ways to address high turnover is by conducting meaningful exit interviews and acting on the information that exiting employees share. First, it is important to consider who is leaving. Employees will occasionally come and go, but if high performers start leaving in large groups, it can be a sign of major problems. If middle performers seem to be the ones leaving, that can actually be a good sign that a culture of excellence has formed and is weeding out those who can’t keep up. It’s also important to ask meaningful questions about the reasons an employee has chosen to leave. Sometimes it’s for reasons that cannot be avoided. However, if exiting employees believe the organization is a “sinking ship,” that is a huge issue, especially if it’s coming from a high-performing employee.