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I think the biggest question here would be is there an appropriate work life balance?
Analyzing the relationship with the team-lead maybe and the employees. Interview with him, ask him as well why he thinks this is happening.
Interview as well with employee what makes him motivated to work in this position, what he would change maybe. Cross check with the leader, or process owner.
Check if there is a frequency in a certain month or season - could be overwoking during this period.
Few questions can be asked.
1) What drives employees to stay or leave from mid-tenure level?
2) Do they see any uncertainty in their career growth and at what point they start disengaging?
3) Are there any lack of rewards or recolonization in the company system?
4) Do company leadership has trustworthy quality communication and feedback system in place?
5) Are there any bottleneck with structural and policy issue which prevents promotions or upward career growth compare to peer organization?
What has leadership done to assess the reasons for leaving and what plans are in place to correct? Most cases I have seen is the current pay is grossly under the market for that position and leadership has not shown any sort of transparency or provided additional value to make up for that.