How to Build a Strong, Loyal Team in Your Funeral Home

Throughout my career, I have been fortunate to work in many funeral homes across the country. While the differences between these businesses are significant, in many ways, all funeral homes share the same mission: serving families when they need us most. This purpose transcends roles, uniting every member of the team in compassion and service.

Like many of you, I entered the profession through personal tragedy. After the unexpected loss of my mother and brother-in-law, my family was overwhelmed with grief and the stress of navigating unfamiliar territory. During this difficult season, my employer at the time was unable to offer me the support I needed, leaving me to grapple with these devastating losses on my own. Recognizing that I needed a change, I accepted a job as a preneed counselor at the local funeral home. That decision not only provided me with the space to heal but also opened my eyes to the value of a strong workplace culture. Employee retention has become a growing focus across all industries, and funeral service is no exception. According to the United States Department of Labor, the average worker stays in a job for just 3.9 years, and while our profession hasn’t yet experienced the same level of turnover, we’re not immune. Recruiting, hiring and training new staff—particularly for specialized roles in the funeral profession—requires significant time and resources. Retaining top talent ensures stability in your business and strengthens the compassion and professionalism necessary to provide families with the service experiences they deserve. Throughout my years in the profession, I have learned that fostering a positive environment isn’t just about creating a pleasant workplace—it’s a critical factor in retaining the talented individuals who make this important work possible.

PRIORITIZE EMPLOYEE WELL-BEING AND ENGAGEMENT
A strong workplace culture is the foundation of retention, and burnout is a serious challenge in the funeral profession. Every day, you and your staff navigate unpredictable and emotionally exhausting work, often sacrificing personal time to serve others. The demands of the job can take a toll, but addressing burnout begins with fostering a strong workplace culture. Successful funeral homes can encourage a positive environment by hosting regular all-staff meetings to share successes and challenges, involving employees in goal setting and celebrating teamwork. Normalize time off and create space for employees to recharge. Offer wellness perks like gym memberships or counseling services, and encourage an environment where asking for help is not only accepted but valued. When you prioritize both collaboration and well-being, you build a culture where employees feel supported, unified and committed to the funeral home’s long-term success.

RECOGNIZE AND REWARD CONTRIBUTIONS THOUGHTFULLY
I’ve seen firsthand how vital every role is to a funeral home’s success. From directors to administrative staff and everyone in between, funeral professionals work tirelessly to serve families during some of the most challenging moments of their lives. Yet, it’s easy for their efforts to go unnoticed. Taking time to recognize and appreciate employees can have a huge impact. I’ve worked with funeral home owners who make a point to share positive feedback from families, write heartfelt notes of thanks and celebrate even the smallest wins during team meetings. These simple but meaningful gestures go a long way in building a sense of belonging and loyalty. They help employees feel valued and inspired to continue their important work. The most successful managers also take time to learn what is important to their teams and what will motivate them most effectively. Someone more introverted might deeply appreciate a handwritten note, while another might light up at receiving a gift card to their favorite store. Paying attention to those little, personal details—like someone’s favorite candy bar, restaurant, sports team or even their favorite color—can make a huge difference to someone. At a former company, I worked with a manager who asked every new employee to complete an appreciation survey as part of their onboarding process. She kept them on file and referred to them regularly to ensure that the ways she demonstrated appreciation for those team members reflected the feedback she’d received. It was a small gesture that had a big impact on the way her team felt about their work, and it’s something easily replicated at a funeral home. When you start to notice and pay attention to these things, you may find that there are things your employees ask for that you cannot accommodate. Flexible work schedules or unlimited time off, which are often very popular with younger employees, aren’t always an option for your business model. But you can still find creative ways to increase employee satisfaction in ways that work for your business. Maybe you can’t offer unlimited time off, but you can provide a stipend for gym memberships or local exercise classes to help employees invest in healthy habits outside of work. When financial rewards aren’t always feasible, gestures as simple as using someone’s favorite color in a handwritten note can become a treasured keepsake. It’s these personalized and thoughtful actions that show your team you see them, you value them and you appreciate the heart they bring to their work every day. Whatever it is, start by learning what is important to your team and then work to find creative ways to meet those needs. Making that extra effort will help you become a better manager and motivator.

SUPPORT CAREER DEVELOPMENT WITH PURPOSEFUL TRAINING
Investing in your employees’ education and development not only enhances their skills but also demonstrates your commitment to their success. Providing career development opportunities is a powerful way to retain top talent in your funeral home. While standard CEU reimbursement is valuable, consider expanding your offerings to include coverage for professional growth opportunities such as attendance at your state association convention, participation in NFDA or ICCFA programs or membership in a professional networking group. Encourage them to expand their knowledge beyond service and specialty skills so you can develop them into a well-rounded professional. Beyond the benefit of developing your staff individually, you will see a clear difference in your business success as well. For example, the Successful Sales Strategies trainings through Homesteaders would equip your team to better serve families while also driving business growth with minimal out-of-pocket cost. To make the most impact, take the time to understand what motivates your staff to learn and grow. Ask your employees what professional development benefits they value most, and tailor your offerings accordingly. By aligning opportunities with their personal and professional goals, you’ll foster loyalty, boost engagement and ensure your team feels supported in building their careers within your funeral home.

RETENTION LEADS TO LASTING SUCCESS
Funeral professionals play a vital role in supporting families during their most difficult moments. Yet, the emotional and physical demands of the job can lead to burnout, turnover and the ongoing challenge of retaining top talent. Creating a strong workplace culture is key to addressing these challenges. A unified, positive environment fosters employee well-being, collaboration and a sense of purpose. Encouraging self-care, recognizing contributions thoughtfully and providing career development opportunities not only prevent burnout but also strengthen retention. By prioritizing the needs of your team—whether it’s offering flexible time off, personalized recognition or opportunities for professional growth—you create a supportive space where employees feel valued and motivated to continue their important work. When you listen to what truly inspires and supports your staff, you build a lasting foundation for both their success and the success of your funeral home. Just as my journey began with the personal loss that drove my passion for compassionate service, every decision we make to support our staff contributes to a nurturing environment where they can thrive. Just as I found healing and purpose in my work, fostering a positive workplace culture ensures that our teams remain dedicated and fulfilled, delivering the care families deserve. Remember: Investing in your staff isn’t just good for retention—it’s essential for sustaining the compassionate care that defines your funeral home. 

Wanda Sizemore is an Onboarding Specialist at Envision Strategic Partners. She began her career in the funeral profession in 1997 as a preneed sales consultant, after nearly a decade in the insurance and financial sector, earning her insurance license in 1988. A Certified Celebrant and Certified Preplanning Consultant, Sizemore has served on boards, committees and chaired national events within the funeral profession.