The question I often find myself asking is: What percentage of dedicated professionals are we losing in deathcare? In a field that demands immense emotional resilience, empathy, and a unique set of skills, retention isn’t just about numbers—it’s about valuing and nurturing the individuals who pour so much of themselves into their work.
For women in the funeral profession, this issue is even more critical. Women often balance multiple roles—both professionally and personally—while navigating a historically male-dominated field. How can we ensure that they not only stay in the profession but also thrive?
Retention Requires Intention
Every organization, no matter its size, should have an active and comprehensive retention program in place. Retention is not a passive endeavor; it requires intentional action and a deep understanding of what your employees truly need and value.
Personal development is key. One-on-one mentoring and coaching provide essential support for growth. When employees, especially women, have mentors who understand their unique challenges and aspirations, it can make a significant difference in their career journey. Likewise, creating an enjoyable and engaging workplace matters. We spend a large portion of our lives at work, and it should be a place that fosters joy, camaraderie, and connection.
Regular team meetings should go beyond merely reviewing the agenda. They should provide space for idea-sharing, recognizing achievements, and ensuring everyone feels heard and valued. Professional development opportunities, such as sending staff to conferences, workshops, and seminars, also play a crucial role in expanding horizons and investing in the growth and well-being of team members. Having a development plan tailored to each staff member’s career goals can keep them engaged and committed.
What about offering spaces for sacred rest during the day? Providing support for PTSD and grief counseling is especially vital in our profession, where the weight of our work can often feel heavy. At Baue’s, we embraced all these approaches and more, knowing that a well-supported team is the foundation of excellent service to the families we serve.
The Importance of Measuring What Matters
Understanding why employees stay or leave an organization is crucial to creating effective retention strategies. Measuring employee retention and attraction trends, as well as employee perceptions of the job climate, helps organizations retain and attract dedicated professionals.
For example, data from Gallup reveals that 51% of employees are either actively seeking or open to new job opportunities. This statistic should prompt leaders to assess their current culture, engagement levels, and well-being initiatives to see where improvements can be made. You can read more about this in Gallup’s article on employee retention and attraction here.
Why Do These Metrics Matter?
Employee retention and attraction metrics matter because they delve deeper than surface-level issues like pay and benefits. Gallup’s research shows that the most common reasons employees leave are due to “Engagement and Culture” (41%) and “Well-being and Work-Life Balance” (28%). Together, these two areas account for 69% of the total reasons employees left their employer in 2023. This means that four times as many people left their jobs due to these factors compared to reasons related to pay and benefits.
Creating a Meaningful Employee Value Proposition
Effective retention strategies focus on more than just fixing what dissatisfies the workforce; they center around creating a meaningful employee value proposition that truly resonates. Attraction and retention are about understanding what people are looking for in a career and ensuring that this value proposition comes to life within the organization.
Leaders should regularly gather insights through pulse surveys, exit interviews, and stay interviews. For funeral service organizations, particularly those looking to support and retain women professionals, understanding the unique needs of your team—whether it’s flexible scheduling, more recognition, or targeted professional development—is essential. It’s about creating an environment where they feel valued, heard, and encouraged to stay.
If you’re interested in learning more about creating a strong employee retention and attraction program or need guidance tailored to your organization, I encourage you to reach out. Let’s work together to keep our best people thriving in the funeral profession!
Be well and remember, our people are our greatest asset.
