Articles

Called to More Than Profit: Your Business Is a Mission Field

Barry Slauenwhite — Mon, 16 Mar 2026 12:00:00 GMT

As Christian leaders, we don’t simply run businesses. We steward God’s resources, influence, and opportunities in a way that can transform our communities, shape culture, and point people toward Christ. When we view our business decisions through the lens of eternity, every choice—whether hiring, pricing, product development, philanthropy, or customer care—takes on a deeper meaning.

State of the Christian Workplace 2026 Report Highlights Positive Improvement in Employee Engagement

marketing@workplaces.org (Best Christian Workplaces) — Tue, 03 Mar 2026 08:00:00 GMT

(Mercer Island, WA)—The State of the Christian Workplace 2026 report provides insights into employee engagement and workplace health in Christian-led workplaces. The report represents the voices of more than 40,000 employees serving in over 400 Christian organizations.

Never Done: New Life Ranch's Commitment to Continuous Culture Care

marketing@workplaces.org (Best Christian Workplaces) — Mon, 16 Feb 2026 13:00:03 GMT

When Beth Schuette, Director of People Operations, learned that New Life Ranch had improved from healthy to a flourishing score on their Employee Engagement Survey, she pushed the “dance party” button on her desk for a spontaneous celebration in the office. It was a fitting way to acknowledge the journey to flourishing that included people across the organization.

Growth in Flourishing Workplaces for Kingdom Impact: 2025 Certified Best Christian Workplaces

marketing@workplaces.org (Best Christian Workplaces) — Thu, 05 Feb 2026 08:00:03 GMT

(Mercer Island, WA)— Today, Best Christian Workplaces honors 310 faith-based organizations and Christian-owned businesses as Certified Best Christian Workplaces in 2025.

These Certified Best Christian Workplaces represent a variety of Christian organizations, including churches, parachurch ministries, mission organizations, Christian-owned businesses, Christian schools, and universities. Certified Best Christian Workplaces are spread across the United States, Canada, and 15 countries in Asia, Africa, Latin America, Europe, and Oceania. On a 5-point scale, certified organizations score at 4.0 and above on Best Christian Workplaces’ Employee Engagement Survey, which is based on rigorous research reflecting more than 20 years of experience.

There has been a significant increase in the number of Certified Best Christian Workplaces over the last five years, from 208 in 2021 to 310 in 2025. This year, a higher proportion of Certified workplaces are in the “Flourishing” range with Employee Engagement scores of 4.25 and above.

Jay Bransford, President and CEO of Best Christian Workplaces, reflects on the importance of healthy workplaces: “I commend each of the leaders on this year’s list of Certified Best Christian Workplaces.These leaders have invested in the health of their workplaces by listening to their staff and taking concrete actions to strengthen their culture and overall employee engagement. Their faithful efforts over the long haul mean that their employees can have joy in their work and serve their stakeholders more fully to accomplish their mission. These organizations seek to honor God and reflect biblical values at work. We have seen many organizations move from unhealthy to healthy to flourishing, as they have utilized the data from our research-based assessment. These organizations make an eternal difference while setting the standard as the best places to work.”

In healthy workplaces, employees bring their full energy to their work, which is reflected in higher productivity. Organizations with engaged employees are more effectively able to accomplish their mission and vision, expanding their kingdom impact.

Christian leaders and organizations that continue to improve in workplace health benefit from the full resources of Best Christian Workplaces. Not only do they assess their health through the Employee Engagement Survey, but they also commit to ongoing action plans to continue to build and grow a healthy environment. They also benefit from Best Christian Workplaces consultants who help them interpret their data and share best practices.

To invest in employee engagement and create a flourishing workplace, contact Best Christian Workplaces. We will equip you through our Employee Engagement Survey and professional consulting services to create an engaged, flourishing workplace™. Jay Bransford shares the commitment of Best Christian Workplaces to support Ministry Partners: “If you are still on your journey to workplace health, know that our team at Best Christian Workplaces is ready to come alongside you with research-based tools to help you create and maintain a flourishing workplace.”

When Teachers Flourish, Students Multiply: The Surprising ROI of Healthy School Culture

dwaldo@workplaces.org (Dr. Doug Waldo) — Mon, 02 Feb 2026 13:00:02 GMT

As a Christian school leader, you are committed to providing high-quality Christian education for the students entrusted to you. And for a sustainable ministry, you need to effectively steward all your resources, including teachers and staff, in pursuit of your mission. Research from Best Christian Workplaces demonstrates that investing in a healthy workplace culture for your school results in more efficient use of teachers and staff. Cost-effectiveness allows you to serve more students for greater mission impact.

Stewarding People Through Mergers: Why Culture Integration Matters

Cary Humphries — Mon, 19 Jan 2026 16:15:07 GMT

When people talk about acquisitions, they often focus on the deal itself—the numbers, the timelines, the systems that need to be combined. All of that matters, but the real work of integration starts far deeper than the deal and the papers to be signed. It happens at the cultural level.

Merging systems and org charts is complex and tricky. But the deeper work of building trust and cohesion takes longer. People take longer. And for any business leader, particularly one called to follow Christ, it’s not a side issue—it’s part of the calling. We’re not just integrating operations; we’re stewarding people.

An acquisition can change how people feel about their work, future, and place in the organization. When leaders approach culture with intentional shepherding, the very real challenges of mergers and acquisitions don’t disappear, but they are undergirded by purpose and a sense of integrity. They can become defining moments that shape a healthier, more aligned organization for years to come.

Why Questions Are Normal

If the atmosphere feels different after an acquisition, that’s normal. You’re bringing together two groups of people with different histories and levels of trust. One organization may have been thriving before the acquisition. The other may be unsure, unmeasured, or still processing what this change means. What often looks like resistance can be uncertainty.

People might be thinking: Will our company’s values still matter? Will I still belong? Do leaders want to hear what I think? Will they value my skills and experience? Many of those questions remain unspoken because your staff don’t want to slow the deal, cause conflict, or seem ungrateful.

Best Christian Workplaces’ research shows that when change is handled well, trust is reinforced. By acknowledging uncertainty and listening well, trust and clarity can grow. Naming the tension, rather than avoiding it, is often the first step toward moving forward together.

How Measurement Creates Understanding

Best Christian Workplaces believes a sustainable strategy is about alignment across people, priorities, and purpose. Tools like the Employee Engagement Surveyhelp leaders see where alignment already exists—and where more care is needed—so the path forward is clearer for everyone involved.

Where many leaders get tripped up is in thinking they already know their culture. Or they assume they understand the other organization's culture "well enough." Most of the time, this only creates blind spots.

Best Christian Workplaces’ FLOURISH framework offers a helpful model for evaluating organizational health when two companies combine. Key factors include Sustainable Strategy, Healthy Communication, Life-Giving Work, Outstanding Talent, and Uplifting Growth.

Whether you’re a Christian business owner or leading a non-profit, success is not merely closing a deal or stabilizing finances. The deeper question is whether you are stewarding the “talents” the Lord has entrusted to you. (Matthew 25:14 and following). Will our witness shine as brightly now that we’re on the other side? Jesus articulated a vision far beyond survival: “I have come that they may have life, and have it to the full” (John 10:10).

When we measure our organization’s health, it gives leaders and employees a shared starting point. It takes the conversation out of the realm of assumptions or guessing and grounds it in real data. Conducting employee engagement surveys is about understanding what’s actually happening beneath the surface in both organizations.

Culture measurement and the actions to improve it don’t slow strategy in an acquisition—it often speeds things up. When leaders can clearly see strengths, concerns, and alignment gaps, decisions become more focused and sustainable.

Preserve What Is Life-Giving

Have you noticed how acquisitions have a way of tempting us to assume that the acquiring organization’s culture is ideal? That pressure can lead to what is described as “replacement thinking,” where one culture quietly overrides the other without a deeper understanding of the strengths of the two organizations.

Inspirational leaders slow down and listen—resisting the urge to rush toward uniformity and looking instead for shared and better identity. The question becomes, What is life-giving here that we need to protect, not eliminate?

There are times when leaders decide that the acquiring organization’s vision, values, and culture will serve as the standard going forward. That can work well—but only when it’s clear. Assimilation should never feel like a surprise. Ideally, that clarity begins during the acquisition process itself, so people understand the invitation they’re receiving.

Best Christian Workplaces’ research consistently shows that inspirational leaders will nurture engagement in others, especially during uncertainty. Leaders who demonstrate humility, curiosity, and conviction help people feel anchored when things are changing.

Trust Through Healthy Communication

People don’t expect leaders to have all the answers during an acquisition. They do expect honesty. Explaining why decisions are being made—even when details are still forming—goes a long way. Sometimes saying, “We don’t know yet, but we’ll keep you informed,” builds more trust than offering false certainty.

And repetition matters. Patrick Lencioni describes the CEO as the CRO—the Chief Repeating Officer—for a reason. In times of change, people need to hear the same messages multiple times before clarity really settles in.

Best Christian Workplaces’ research on healthy communicationemphasizes listening, feedback loops, and openness. Change works best when leaders stay accessible and invite questions early. Scripture, too, offers a simple anchor here: The Book of Acts, Chapter 6, is a great example of the Apostles leading the early church through conflict and change. Grace-filled communication approaches hard topics with respect and care.

The Example of Calvary Christian School

When Calvary Christian School in Fort Lauderdale went through a merger, uncertainty surfaced quickly. Faculty and staff felt the weight of change, and leadership knew assumptions wouldn’t be enough.

They partnered with Best Christian Workplaces to listen first. Through an employee engagement survey, leaders gained insight into trust, communication, and shared values across the merged community. Those insights helped them address concerns directly and align people around a common purpose.

As shared by Dr. Jason Rachels, president of Calvary Christian Academy, in a podcast conversation, that decision to measure and listen early made a tangible difference. Over time, the school didn’t just stabilize—it emerged with a stronger, more unified culture rooted in clarity and trust.

Moving Forward with Care

Culture integration takes time. For Christian leaders, acquisitions are an opportunity to model stewardship that reflects both competence and care.

An acquisition is just beginning when contracts are signed. What follows is the daily work of shepherding people, stewarding trust, and cultivating a place where faith, integrity, and excellence can take root together. Flourishing is rarely immediate and never accidental. It is formed through consistent choices—telling the truth even when costly, valuing people over pace, and aligning decisions with mission. When leaders model humility, invite feedback, and course correct, they create environments where healing replaces fear and purpose replaces uncertainty. Over time, clarity births confidence, where employees do more than endure change—they grow through it.

Ultimately, the measure of success is not how quickly stability returns, but whether the organization reflects Christ more clearly than it did before. Is the organization bearing fruit that lasts? Christian business owners are called to lead with eternal perspective, remembering that every decision shapes not only an organization’s future, but also its witness.

Yet, even the best practices, assessments, and leadership strategies have limits. James 1:5 reminds us, “If any of you lacks wisdom, you should ask God, who gives generously to all without finding fault, and it will be given to you.” Wisdom ultimately comes from the Lord. Prayer is not a last resort; it is the foundation. As leaders seek God in prayer, inviting his guidance, correction, and peace, they acknowledge the truth that he alone can unite hearts and build something that truly lasts. As prayer leads the process, organizations partner with the One who brings life, order, and flourishing beyond human effort.

If you’re navigating an acquisition and want clearer insight into your culture, you might consider exploring the Employee Engagement Survey or requestinga sample report. Best Christian Workplaces exists to come alongside leaders as a partner—helping you listen well, see clearly, and move forward with confidence and care.

How to Increase Employee Engagement: A Step-by-Step Guide for Christian Leaders

Giselle Jenkins — Mon, 05 Jan 2026 20:01:13 GMT

A flourishing workplace with highly engaged employees provides a rewarding experience for workers, leaders, and everyone in the sphere of influence of the organization—including clients, customers, constituents, volunteers, and donors.

When Staff Thrive, the Mission Thrives: How Seattle's Union Gospel Mission Turns Engagement Into Hope

marketing@workplaces.org (Best Christian Workplaces) — Mon, 08 Dec 2025 13:00:02 GMT

When Scott Chin started as president of Seattle’s Union Gospel Mission in 2019, he was determined to lead his team in implementing best practices. Drawing on years in corporate and nonprofit leadership, he set out to adapt proven methods to the work of the rescue mission, confident that rigorous evaluation and thoughtful analysis could drive smarter strategy and lasting improvement.

Building Excellence Together: The Covenant School's Journey to a Flourishing Culture

marketing@workplaces.org (Best Christian Workplaces) — Mon, 01 Dec 2025 13:00:01 GMT

Cultivating healthy workplaces in Christian schools requires intentional effort. When staff feel valued, heard, and connected to a shared mission, they are more engaged, bringing greater energy to their work.

How Employee Engagement Fuels Productivity and Human Flourishing

Cary Humphries — Mon, 17 Nov 2025 13:00:00 GMT

Several years ago, I was sitting next to the former CEO of a Fortune 500 company on a long flight. We did the usual airplane pleasantries of introducing ourselves and sharing about our work. Since my work is focused on workplace health and employee engagement, I asked him about his view on assessing employee engagement. Had his company regularly assessed employee engagement?

His response was, “Of course, we surveyed regularly. To not survey would be like flying a plane blind. I don’t know a single Fortune 500 company that doesn’t assess employee engagement.”

You can’t know the health of workplace culture without data. This may be obvious in a large, complex multinational company. But what about a smaller business or nonprofit?

As a leader, you may feel like everything is going well in your company; you are meeting targets and growing to serve a larger audience. But in the midst of outward signs of success, are there any hidden issues that are holding your company back from flourishing? Your feeling of well-being isn’t enough. A serious leader who cares about workplace health will measure employee engagement using a statistically-verified tool.

Perhaps there are signs that something isn’t quite right in your organization, but you have attributed it to the economy or external forces. Your employees haven’t been sharing concerns with leaders, so you think that they must be happy. Unless you use an unbiased, outside assessment, your people might not feel safe to share openly. Even in moderately healthy organizations, people are often hesitant to share the hard truth with leaders.

An annual employee engagement survey as part of the regular rhythm of business measurement will provide the diagnostics to guide actions that focus on continuous improvement in workplace culture. These regular check-ins will help healthy organizations continue on the road to flourishing, and they will help organizations that are not yet healthy identify areas of weakness. Those who act on the information they receive from a reliable employee engagement survey will see the benefit of ongoing attention to workplace health.

What is the Benefit of a Focus on Workplace Health?

Recently, Robert Wachter, Global Marketing Director at Best Workplaces Institute, summarized the financial and spiritual impact of a healthy workplace culture in the article: “The $2 Trillion Problem Every Christian Executive Must Address.” He cited research that shows that organizations with highly engaged employees experience 23% higher profitability, 18% higher productivity in sales, and 14% higher productivity in production. In addition, research by Best Workplaces Institute shows that an engaged employee offers a 33% higher capacity for ministry reach over each non-engaged employee. At an average compensation level, engaged employees return nearly $20,000 annually in increased productivity.[i]

While the gains from employee engagement are clear, some leaders might perceive culture feedback as a burden on their already-too-full plate. In fact, having clarity about the status of your workplace health with a fact-based action plan can actually lift pressure.

Recently, I had a conversation with a leader in an organization that moved from unhealthy to healthy. He said, “I’ve never had more fun as a leader. I used to be managing conflict all the time and responding to people problems. It wore me down. Now our leadership team shares the responsibility for organizational health, we are growing in health, and the pressure has lifted.”

Having actionable information about the health of your organization gets you beyond a vague sense of unease to specific actions to improve workplace health. You also gain a clearer understanding of what is going well, so you can celebrate and reinforce healthy aspects of your organization. And as you listen to and empower people at all levels of your organization in a commitment to workplace health, this responsibility is shared with middle managers and front-line supervisors.

Why Does Workplace Health Matter in Our Current Labor Market?

When top performers can easily move from one job to another in a tight labor market, one rationale for focusing on positive workplace health is to retain great talent. While this motivation is still important, the labor market has shifted recently. Employees are hesitant to leave jobs as hiring in many areas has slowed. Does workplace health matter as much in a slow labor market?

As Christian leaders, we value and care for each person in our organization. Our motivation is to see our people flourish, so workplace health is key in any labor market.

Maybe employee turnover has slowed in your local economy, but you don’t want to have disengaged people staying in your organization just because they feel stuck. The dissatisfaction of disengaged employees is contagious and infects your workplace culture. So focusing on improving employee engagement and workplace health lifts your whole organization. It also means people want to stay for all the right reasons, rather than feeling like they have no better alternatives. And as previously mentioned, engaged employees are more productive, which creates a cycle of positivity.

So in a tight labor market, employee engagement becomes a competitive advantage in hiring and retention. And in a slow labor market, the productivity benefits of engaged employees promote organizational health and an improved bottom line.

My Type of Business is Unique—Will an Employee Engagement Survey Apply to Us?

Best Workplaces Institute has years of experience working with Christian-led businesses across many sectors. The research-based employee engagement survey questions apply equally well to employees in construction companies, financial services, health care, manufacturing, property management, and more.

The elements of the Best Workplaces Institute’s FLOURISH Factors are present across all types of businesses and organizations.

With more than 20 years of experience in helping Christian-led businesses and Christian organizations flourish, Best Workplaces Institute also has a robust data set that allows you to compare your results to peers in your sector. A recent article explains the benefits of using benchmark data for evaluation.

In addition, your Best Workplaces Institute consultant helps you interpret the results of your Employee Engagement Survey and apply them to your particular situation. You can implement an action plan that specifically addresses areas of weakness identified in your survey. And you can take steps to celebrate and reinforce areas of strength.

Start Now on the Road to Flourishing

An annual assessment using Best Workplaces Institute’s Employee Engagement Survey is a starting place on your continuous journey to shepherd your people and organization along the road to flourishing. As you learn and apply information that is specific to your business, you have more tools to directly impact workplace health.

As your employees become more engaged, their enthusiasm is contagious and impacts your whole sphere of influence. Engaged employees have positive interactions with customers and suppliers, who also become champions for your organization. These positive interactions and networks lead to improved productivity, along with continued flourishing in workplace health, which brings joy into your workplace.

Resources

State of the Christian Workplace 2025 is a one-of-a-kind, research-backed report offering unparalleled insights into workplace health, employee engagement, and leadership in Christian-led organizations.
Find out more about how sector-specific benchmarks provide context for your employee engagement efforts: Beyond the Score: How Benchmark Data Helps You Build a Healthier Workplace
Read a Case Study about how an Electric Member Cooperative improved workplace health through purposeful listening.
Road to Flourishing: Eight Keys to Boost Employee Engagement and Well-Being by Al Lopus will give you the tools you need to build a healthy workplace culture where everyone can flourish.

[i] Based on productivity research on engaged employees by Dr. Doug Waldo, Best Workplaces Institute.