I once had to pull the plug on a position I was involved in due to a toxic culture. The pay was good, and I enjoyed the position and many of the people I worked with. What it lacked was a healthy culture. A leader who creates a healthy culture keeps his team. Here are a few proven strategies.
Invest in Relationships
People don’t leave organizations as much as they leave leaders. Your time with your team means the world to them. Host monthly “ask me anything” sessions with senior leaders. Regular one-on-ones, celebrating professional and personal milestones, and showing appreciation build meaningful connections.
50% of employees cite bad relationships with their manager as a reason for quitting (Gallup).
Create Meaningful Work
Purpose trumps perks and paychecks over time. Connect tasks to the mission regularly; share stories of individuals making an impact. Start team meetings by showing how their work helped change someone’s life.
Develop Pathways for Growth
People stay where they can grow. Provide coaching, leadership tracks, and clear goals. Clarify development opportunities and leadership pipelines. Assign special projects that stretch skills and prepare them for more responsibility. Let them know you are committed to their long-term growth.
Establish Healthy Boundaries
Overworked staff will eventually quit—or worse, burn out in place. Protect time off, avoid glorifying hustle, and model balance from the top. Offer quarterly personal retreat days. Help build a healthy team by incorporating physical, mental, and spiritual habits. Provide a gym membership. Have a one-day seminar centered on healthy living.
Have Fun Outside of Work
I was part of a staff that had great fun together. We played hard each week. We would go to the gym for basketball or play a round of golf. We enjoyed sporting events together, came together for meals at each other’s homes, and took trips together. I was part of a family that happened to work together. The team that plays together stays together.
Recognize and Reward Faithfulness
Appreciation reinforces value and identity. Reward what you want to be repeated. Publicly celebrate loyalty, wins, and behind-the-scenes efforts. Write personal notes, give shoutouts in meetings, or highlight team stories in your communication to the church.
79% of employees who quit cite “lack of appreciation” as a key reason (OC Tanner).
Empower Ownership, Not Just Execution
Ownership fuels engagement. Let your team help shape the ministry, not just run it. Involve staff in planning retreats or rethinking systems, not just executing them. People want to feel they contribute to the bigger picture, not just perform tasks.
Final Thought
Retention is not about keeping staff in place—it’s about keeping their hearts engaged. In challenging seasons—budget cuts, burnout, and stressful seasons—staff retention becomes more difficult. Ministry leaders must be committed to proactively engaging, valuing, and caring for their team to bring loyalty to the team and long-term impact on the mission.
Written by: Rod Whitlock, Coach, Invest Leadership Initiative
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