I think asking something like “when people don’t work out and end up leaving the company what are some of the typical causes of that mismatch?” wouldn’t raise a red flag.

I remember in my first job interview I asked "have you ever hired someone who didn't work out?"

I got a genuine and thoughtful answer. It helped me to establish quite clearly what value systems wouldn't fly in the company which guided me on how to behave.

It worked out well.

Essentially you're trying to figure out "if you hire me and what is true about me then things won't work out?". You want to know if you have those qualities. If you do, you shouldn't accept an offer if you get one. It's a reasonable and good question.

I've known excellent people flame out in weeks because the companies values just didn't match their own. They weren't bad employees either. It was just a difference of opinion.

I always ask about staff turnover numbers, especially in ratio to new hires. If they're not prepared to discuss or don't know the answer then it's not important to them.

What’s wrong with the way you phrased it there?