When one in four top MBA hires leaves within six months, it isn’t just a talent problem, it’s a business challenge that hits your culture, your client relationships, and your long-term growth. This early exit trend, called infant attrition, is quietly becoming one of the biggest drains on organizations today.
So, How Bad is it?
Recent data shows MBA graduates from Top-10 and Tier-1 colleges had an infant attrition rate of 25% in FY 2022–23, with only a slight improvement at 24% the following year.* If you’re seeing similar churn, you’re not alone. Competing opportunities and shifting workplace expectations are accelerating exits, especially among fresh graduates.
What’s causing this?
By now you’ve probably seen the signs. Here’s what consistently drives early exits:
- Cultural Misalignment and Unmet Expectations
When the role sold doesn’t match the reality of work or culture, disengagement rises. This is even more pronounced in diversity hiring, where inclusion gaps can speed up exits. - Inadequate Onboarding and Integration
The first 90 days set the tone. Without structure, mentorship, and clarity, many new hires check out before they’ve settled in. - Limited Growth Visibility
Top talent expects a transparent career path. Without it, they often explore other opportunities within months.
How do you stop talent from walking out?
At People Konnect, we approach onboarding & new employee retention through the 30-60-90 day framework. We have seen this work with our clients:
- 30 days: 1:1 check-ins with critical hires to understand what’s working and what needs attention.
- 60 days: Manager conversations to align expectations and close feedback loops.
- 90 days: An expectation alignment exercise that keeps both you and your new hire on the same page.
We’ve seen this work not only for fresh MBAs but also in our second career programmes – ‘While You Were Away’ and ‘Back to the Front’. With women professionals returning to work, structured conversations eased transitions, surfaced concerns early, and built belonging. The same philosophy, applied to campus hires, reduces uncertainty and accelerates integration — helping them settle in with confidence.
What happens when retention begins on day one?
When you act early, the impact is visible:
- Up to 45% reduction in infant attrition within a year
- Stronger candidate engagement during the hiring process
- Improved cultural integration scores in post-hire reviews
The bottom line? When you move beyond filling positions and focus on integration from day one, you strengthen pipelines and stop early exits from draining your teams.
Where do you go from here?
Your own infant attrition number is a signal. It’s telling you it’s time to reimagine how you welcome and invest in new talent.
At People Konnect, we partner with you beyond the offer letter — helping you finalise the right hire, integrate them meaningfully, and retain them longer.
⬇️ Download our one-page benchmark snapshot for insights on why infant attrition is rising and what works to reduce early exits.
👉 Collate your infant attrition stats and book a call with us today to change that story.
*Source: ET HR WORLD
