The Last 90 Days: Why Churches & Nonprofits Must Reimagine Offboarding With Intentionality, Care & Kingdom Culture

The last 90 days of a staff member's journey are just as important as the first.

For years, organizations have poured energy, resources, and strategy into crafting a great First 90 Days onboarding experience. And rightly so—healthy beginnings matter.

But in today’s ministry and nonprofit landscape, leaders are finally realizing something we have long overlooked:

The last 90 days of a staff member’s journey are just as important as the first.

A well-designed offboarding experience shapes culture, protects unity, preserves relationships, and reflects the Kingdom we represent. It honors the dignity of the person, the health of the team, and the mission we all serve.

And yet—most churches and nonprofits have no intentional strategy for it.

It’s time for a new way forward.

Why Offboarding Matters for Healthy Ministry Culture

Most staff transitions aren’t sudden crises. Data shows:

• 63% of employees say poor offboarding negatively affects their view of an organization (Human Capital Institute).

• 71% of organizations admit they have no formal offboarding process (SHRM).

• 40% of departing employees say they would consider returning if the exit was handled well (Work Institute).

• In faith-based workplaces, leaders cite relational tension and unclear expectations as the top two causes of unhealthy transitions (Barna Group, 2024).

When handled poorly, transitions create:

• Confusion

• Emotional fractures

• Organizational instability

• Loss of trust

• Ripple effects that last years

But when handled well, they create:

• Clarity

• Gratitude

• Increased trust

• Continued relationship

• Healthy closure for the staff member and the team

Healthy offboarding is not simply an operational task—it is pastoral care.

It is spiritual formation in the workplace.

It is organizational discipleship.

“Sometimes It’s Not Possible…” — And That’s True

Not every departure is easy. Not every situation allows for a full 90 days. Some transitions involve crisis, misconduct, or circumstances that require immediate separation.

But the vast majority of transitions can be healthier than they are today.

Even when the timeline is compressed, churches and nonprofits can still demonstrate:

• Compassion

• Clarity

• Honor

• Spiritual direction

• A posture of unity

Where possible, we must choose the better way—because healthy leadership should model what Christlikeness looks like in moments of change.

The Theology of Healthy Transitions: Why This Matters in a Faith-Based Context

In Scripture, transitions are sacred moments—burning-bush moments—where God redirects, renews, or restores.

• Moses hands leadership to Joshua publicly, with clarity and blessing.

• Paul commissions Timothy, handing the baton with affirmation and encouragement.

• Jesus empowers His disciples, preparing them for a new chapter with intentionality and care.

Healthy transitions in churches and nonprofits reflect:

• Honor for the person

• Honor for the past

• Hope for the future

• Unity for the community

When someone exits—voluntarily or not—it is an opportunity to:

• Affirm God’s work in their life

• Clarify what’s next

• Care for their spiritual and emotional well-being

• Maintain unity and trust

The workplace becomes a discipleship environment, not just a strategic one.

Introducing: The Last 90 Days™ — A Healthy Exit Strategy for Faith-Based Workplaces

Below is a simple, practical 90-day model your team can adopt or contextualize.

Phase 1 — Clarity & Communication (Days 1–30)

This phase sets the tone.

1. Clarify the transition story internally.What is being communicated and how? Unclear communication is the #1 cause of staff confusion during transitions.

2. Create a Transition Plan Document.Include:

• Date of final working day

• Handoff expectations

• Project timelines

• Roles during transition

• What the person will and won’t lead

3. Provide emotional + spiritual support.A pastoral conversation can reduce anxiety for both parties.

4. Communicate appropriately with the team.Staff deserve clarity. Gossip grows in silence.

Phase 2 — Knowledge Transfer & Team Stability (Days 31–60)

1. Conduct structured handoffs.Create a shared folder for:

• Passwords

• Processes

• Templates

• Volunteer rosters

• Upcoming deadlines

2. Identify ownership gaps.Reassign responsibilities before the last day, not after.

3. Offer coaching for the team.Transitions stir insecurity—normalizing this creates stability.

4. Capture departing staff member’s insights.Ask:

• “What processes should we improve?”

• “What would have helped you thrive more?”

• “Where are the hidden vulnerabilities we need to address?”

Phase 3 — Celebration, Blessing & Future Health (Days 61–90)

1. Honor the individual publicly (when appropriate).Not every departure warrants a public celebration—but many do.Celebration brings closure.

2. Conduct a final exit conversation.This should be pastoral, not transactional.

3. Provide transition resources (optional but powerful):

• Resume review

• Prayer and pastoral guidance

• References (when appropriate)

• Coaching conversations

4. Evaluate internal health.This is where leaders ask:

• “What did this transition expose?”

• “Where do we need clearer structure?”

• “What culture behaviors must we strengthen?”

A staff exit should produce health, not loss.

Practical Tips for Healthier Offboarding

✔ Normalize transition conversations

Healthy organizations don’t fear transition—they steward it well.

✔ Build an “Exit Playbook”

Every ministry role should have a handoff checklist.

✔ Practice compassionate clarity

You can be kind while still communicating direct expectations.

✔ Keep culture and unity at the center

Think long-term. How the person leaves impacts those who stay.

✔ Consider offering an exit blessing

Prayer. Words of gratitude. A relational send-off.Small gestures leave lifelong impact.

Why This Matters More Than Ever

Barna’s 2024 research shows:

• 49% of pastors have considered leaving ministry in the past 12 months

• Younger staff are increasingly mobile

• Gen Z and Millennials value relational and organizational health more than titles or tenure

If churches and nonprofits do not strengthen transition practices, they will continue to experience:

• Constant turnover

• Staff burnout

• Cultural inconsistency

• Lowered trust in leadership

• Unnecessary relational fractures

Healthy transitions are not HR tasks.They are leadership discipleship moments.

How The Aaron Hur Group Can Help

At AHG, we help churches and nonprofits create healthy, honoring, and strategic transitions through:

✔ Organizational Culture Assessments

Identify strengths, blind spots, and opportunities for healthier workplace dynamics.

✔ Onboarding & Offboarding Systems (The First 90™ + The Last 90 Days™)

We help build:

• Playbooks

• Checklists

• Communication frameworks

• Leader scripts

• Pastoral care resources

✔ Executive Coaching & Leadership Development

We walk with your leaders through seasons of transition—both entering and exiting.

✔ Strategic Planning for Staff Structure

Ensure your team is aligned, healthy, and designed for the mission ahead.

✔ Executive Search & Staffing Support

When transitions create vacancies, we help you find the right leaders for what’s next.

If your church or nonprofit is ready to elevate its culture, strengthen staff care, and lead transitions with excellence, we’d love to serve you.

Connect with us:📧 megan@aaronhurgroup.com 🌐 aaronhurgroup.com

Lead the Way. Model the Kingdom. Elevate Your Culture.

Healthy transitions don’t just protect your organization.They honor the people God has entrusted to your care.

The first 90 days matter.The last 90 days matter just as much.

And when your organization leads both with intentionality and compassion, you build something beautiful:a culture that reflects Christ.