Transition: The Missing Link in Building a Healthy Staff Culture
When we think about building a healthy staff culture, most leaders focus on onboarding, team-building exercises, clear values, and intentional leadership. But there’s a surprising missing link that’s often overlooked: transitions.
I’ve been in the trenches of leadership, and I’ve seen it time and time again. We spend weeks—months, even—crafting onboarding strategies that make new team members feel valued and aligned with our mission. We host team retreats, implement culture frameworks, and reinforce our core values at every opportunity. Yet, when it’s time for someone to leave, everything we’ve worked so hard to build can come undone in an instant.
Transitions—the way we say goodbye—are one of the most significant moments in a team’s culture journey. How we handle them speaks volumes about who we are as leaders and as an organization. And yet, too often, transitions are shrouded in secrecy, handled hastily, or executed with cold detachment. This isn’t just a missed opportunity—it’s a cultural crisis.
Let me share why this matters, how it impacts your team, and what you can do about it.
The Silent Culture Killer: Mishandling Transitions
Think about your own workplace or team. When a new hire joins, it’s often celebrated. The first day is full of excitement—welcome breakfasts, introductions, and intentional onboarding designed to integrate the new team member into the culture. It feels like a coronation.
Now compare that to how departures are handled. In many organizations, when someone leaves—especially under difficult circumstances—the process feels rushed, awkward, or even secretive. Sometimes, it’s as if the person never existed. Their nameplate is removed, their email is shut down, and their colleagues are left whispering, “What happened?”
Here’s the problem: When we fail to handle transitions well, it undermines everything we’ve worked to build. The trust, transparency, and unity we’ve fostered over time are called into question. The team begins to wonder, “Am I really safe here? Will I be treated with respect if it’s my turn to go?”
This lack of intentionality doesn’t just affect the person leaving—it affects everyone who stays.
The Ripple Effect of Poor Transitions
The impact of a poorly managed transition is far-reaching. Consider these statistics:
70% of employees say they’re less likely to leave their job if they feel connected to their workplace culture (Gallup).
87% of employees are more engaged when they trust their leadership team (Harvard Business Review).
And yet, 33% of employees say a poor transition makes them question their future with the organization (Barna Group).
When transitions are handled poorly, it creates fear and uncertainty among the remaining team. They see the lack of communication or care and think, “If that’s how they treated [departing employee], is that what’s waiting for me?”
Transitions become a test of trust. And when leaders fail that test, they risk not only the immediate fallout but the long-term erosion of their culture.
My Personal Journey Through Transition
This isn’t just theory for me. It’s personal.
A few years ago, I went through my own transition out of ministry. I earned my out. My moral failure was the catalyst.
I had poured years into my role, building relationships, leading initiatives, and giving my heart to the work. But when it was time for me to leave, it felt like the drawbridge was pulled up behind me. I wasn’t just leaving a job. I was losing my community, my purpose, and my sense of stability. And unfortunately, the same was true for my family.
I entered a season I now call disorientation. Everything that had once been clear was now uncertain.
Who was I without this role?
What was next?
I was unhealthy is many ways and needed to find a new direction. The emotional and spiritual weight of that season was overwhelming, and it took me a long time to find my footing again.
Looking back, I realize how much of my experience could have been different if the transition had been handled…differently. And it’s not just about me - every departing employee deserves dignity, respect, and clarity as they step into their next chapter. Every organization owes it to themselves to handle these moments with grace because they leave a lasting imprint on their culture.
The Missing Link in Culture Strategy
Here’s where the cultural disconnect often happens:
Leaders focus so much on building and maintaining a great culture that they forget to prepare for the inevitable moments of change. Transitions are the missing link.
We often think of culture as something that happens when everything is going well - when the team is aligned, thriving, and focused. But culture is just as much about how we handle the hard moments. What happens when things don’t go according to plan? What happens when someone has to leave?
These moments reveal the true character of an organization. They’re an opportunity to show who we are - not just in what we say, but in how we act.
As leaders, we need to ask ourselves:
Are we treating departing employees with the same care and respect as new hires?
Are we communicating openly with the rest of the team, or are we letting secrecy and speculation take over?
Are we sending people out with dignity, or are we letting them walk away feeling discarded?
What Graceful Transitions Look Like
So, how do we do this well? How do we ensure that transitions reinforce—not undermine—the culture we’re building?
At Pastoral Transitions, we’ve learned a few key principles that apply to any organization, whether you’re leading a church, nonprofit, or business:
Start With Transparency
Be clear about the reasons for the transition. Ambiguity breeds mistrust, but clarity fosters understanding. This doesn’t mean oversharing, but it does mean communicating in a way that honors both the individual and the team.
Infuse Honor
Celebrate the contributions of the departing team member. Publicly acknowledge their impact, privately thank them for their work, and ensure they leave knowing their efforts mattered. This isn’t just about their legacy—it’s about showing the rest of the team that every role is valued.
Provide Support
Transitioning out of a role can be disorienting. Offer resources like career coaching, counseling, or networking opportunities to help them land on their feet. At Pastoral Transitions, we walk with outgoing leaders for six months, ensuring they have the tools and support they need to thrive in their next chapter.
Communicate With the Remaining Team
Don’t leave the rest of your team guessing. Let them know why the transition happened, how it was handled, and what it means for the future. Transparency here is crucial for maintaining trust and morale.
A Paradigm Shift in Leadership
This is more than just good HR practice—it’s a paradigm shift. It’s about seeing transitions as an opportunity to reinforce your values and protect your culture.
When you handle transitions well, you’re not just saying goodbye—you’re sending people out with dignity, love, and respect. You’re modeling the very culture you want to see in your organization. And in doing so, you’re showing the rest of your team that they are safe, valued, and part of something bigger.
As one leadership expert put it: “The way we treat people on their way out speaks louder about our culture than the way we welcome them in.”
Action Steps for Leaders
If you’re ready to make transitions a key part of your culture strategy, here are three actionable steps you can take today:
Evaluate Your Current Transition Process
How are you currently handling departures? What feedback have you received from past transitions? Identify areas for improvement.
Create a Transition Plan
Work with your team to develop a plan for handling transitions. Include steps for communication, support, and honoring departing employees.
Commit to Continuous Improvement
Transitions will never be easy, but they can be done well. Commit to learning, adapting, and leading with integrity in every situation.
Why Culture Matters
As leaders striving to build healthy and intentional workplace cultures, we know the journey can be challenging. That’s why we’re excited to recommend Jenni Catron’s new book, Culture Matters. This insightful resource offers actionable strategies to create a thriving team culture that stands the test of time. If you’re looking for even more practical insights, don’t miss the Culture Matters Summit, a free virtual event where Jenni and other leadership experts will guide you in unlocking your team’s full potential. Learn more and register today at jennicatron.com/culture-matters-summit/, and take the next step toward creating a culture strategy that works.
I will be speaking on this topic more in depth during this conference. If you lead a team, you should be there.
Final Thoughts
Transitions are inevitable, but how we handle them is a choice. When we lead with transparency, honor, and care, we don’t just protect our culture—we strengthen it. We show our team—and the world—that love and dignity are at the heart of everything we do.
If you’re looking for support in navigating transitions within your organization, Pastoral Transitions is here to help. Whether you’re a church, nonprofit, or business, we offer resources, coaching, and guidance to ensure that every transition reflects the values you hold dear.
Because at the end of the day, how we leave matters just as much as how we begin.
Visit PastoralTransitions.com to learn more, or let’s start the conversation today. Your culture—and your team—deserve it.
Matt Davis served as a Teaching and Executive Pastor for more than two decades in Orange County, California. After going through his own pastoral transition out of ministry, Matt learned the difficulty of this season. He helped start Pastoral Transitions, a ministry committed to helping ministry leaders navigate pastoral transitions with grace. As President, he seeks to bring healing a reconciliation to churches and their people.
