Strategic planning for retention of nursing staff using SWOT analysis. Strengths and weaknesses are often internal to organization, while opportunities and threats generally relate to external factors. For this reason, SWOT is sometimes called Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix. The first step in SWOT is strength of the organization for retention of nursing staff.To develop a retention strategy is identifying the factors that motivate nurses to stay. Among these are a positive working environment, high standards for quality care, respect for each employee and opportunities for professional growth.Place hires new staff on other units during orientation so they become familiar with how those units function.Additional strategies for boosting morale and keeping nurses on the job include:Recognize great work by demonstrate appreciation for excellent work by recognizing the efforts of outstanding nurses.Administrators always be available and proactive.Administrators should get out of the office and walk the units to observe what’s going on, and to show nurses that supervisors are there for them when needed.Furthermore Reward loyalty and mentoring program by offer monetary incentives for longevity, as well as for experienced nurses who provide mentoring program to new hires.Focus on orientation also important for staff retention by consider extending the length of orientation and personalizing it to meet the individual needs of new