It must be hard to quantify the benefits of preventive measures to reduce employee turnover. It would probably take a company that had all of its shit in order

It must be hard to quantify the benefits of preventive measures to reduce employee turnover. It would probably take a company that had all of its shit in order to have a nice report about how HR initiatives over some amount of years was directly correlated to lower employee turnover. If you can't put it in a report to accurately understand the impact of the expenditure it probably becomes hard to justify. I think this must explain all the ineffective half measures and low budgets.