Nursing administrators are well aware of the negative impact of nursing turnover on the quality of nursing care and the productivity of a nursing department. They are equally aware of the high cost of continually recruiting and orienting new nursing staff. Yet finding a solution to the problem of turnover has proved very difficult. This article proposes the use of networking as a method of retaining nursing staff. A conceptual design is offered that focuses on communication and collaboration. This networking plan relies on aspects of the nursing process—assessment, planning, implementation, and evaluation—to reach its goal: retention of high-quality nursing staff.