High turnover is expensive – the time and money invested in staff who have left will need to be invested again for the training of new staff, and there is the additional cost of time and money spent on recruitment and hiring. Additionally, organizational culture and productivity can suffer if staff turnover is frequent. From a capital perspective (both financial and human), it is important for organizations to focus on employee retention as a part of their business strategy.
The issue could be that your action plans are missions specific measurables (KPIs) or that the actions steps (goals) themselves are unclear.
Have you ever had a challenge with measuring the success of your strategic plan or the performance of the individuals on your team?