For generations, funeral homes have been the bedrock of our communities, offering solace and guidance in life’s most difficult moments. In fact, 90% of Americans choose to be buried or cremated, relying on funeral homes to honor their wishes and support their families during times of loss. Yet, the death care industry is facing a pivotal transformation—one that brings both challenges and opportunities.
Among these challenges, employee retention has emerged as one of the most pressing issues for funeral home owners. If your funeral home is struggling to survive this industry-wide shift, you’re not alone—and there are solutions.
Employee Retention: A Growing Concern in Funeral Homes
The National Funeral Directors Association (NFDA) reported that in 2021, funeral directors ranked “Employee Recruitment and Retention” as one of their greatest challenges. And it’s no wonder—more than 60% of funeral home owners plan to retire within the next five years, leaving a significant workforce gap. Meanwhile, younger employees are leaving the industry for opportunities that better align with their personal and professional priorities.
This isn’t unique to funeral homes. Across industries, employees are seeking jobs that offer competitive pay, career growth, and work-life balance. For funeral homes, where the work is emotionally demanding and often requires round-the-clock availability, meeting these needs can feel particularly daunting. But by addressing these challenges head-on, you can create an environment where employees feel valued, supported, and motivated to stay.
The Challenges of Employee Retention
Understanding why employees leave is the first step to improving retention. Common factors across industries include: low pay, limited advancement opportunities, inflexible hours, insufficient benefits.
For funeral homes specifically, employees often face additional hurdles like compassion fatigue, a lack of work-life balance, and limited opportunities for growth. Modern employees are prioritizing their overall well-being, and funeral homes must adapt to meet these evolving needs.
Supporting Work-Life Balance
In a 2021 survey, 65% of job seekers said they prioritized work-life balance over pay and benefits (BBC). For funeral home employees, this can be particularly challenging, as the nature of the work often requires being on-call or working irregular hours.
To support work-life balance, consider what tasks you can offload and where you can add flexibility.
Facilitating Growth and Development
Professional development is another key to retention. Employees want to feel like they’re growing in their roles and working toward meaningful career goals. By investing in their development with intentional processes for advancement, you not only fill skill gaps but also show your team that you’re invested in their future.
Providing Meaningful Work
For many employees, meaningful work is more important than a high salary. In fact, 9 out of 10 workers would take a lower-paying job if it offered more purpose. Funeral homes are uniquely positioned to provide this sense of meaning, but it requires intentional effort to foster connection and purpose.
Meet Prelude: Your Partner in Employee Retention
As a funeral director, you already have so much on your plate. Supporting your employees is essential, but it doesn’t have to fall entirely on your shoulders. That’s where Prelude comes in.
Prelude is an intuitive, all-in-one preneed software designed to help funeral homes thrive. By streamlining the pre-planning process, Prelude saves time, reduces stress, and creates opportunities for your employees to grow—all while offering families a meaningful gift of peace of mind.
Here’s how Prelude can help with retention:
Work-Life Balance
- Save time and reduce rework: Prelude’s automated tools ensure every detail is documented, minimizing repetitive tasks.
- Streamline planning sessions: Our software naturally prompts planning details, making the process smooth and efficient for your staff.
Growth and Development
- Empower your team: With Prelude, any team member can create a preneed insurance policy—no license required.
- Provide consistent care: The software guides sessions, helping your staff deliver compassionate, high-quality service every time.
- Offer financial incentives: Prelude users average a 23% commission rate that is paid in full, meaning more cash flow to provide financial incentives to staff.
- Onboarding support: We’ll train your team to ensure they feel confident using the tool.
Meaningful Work
- Personalized pre-plans: Prelude makes it easy to create highly personal, heartfelt pre-plans that bring comfort to families.
- Build community connections: Offering preplanning services positions your funeral home as a trusted pillar in your community.
- Create purpose: Your employees will feel proud to provide a service that brings peace of mind and self-determination to families.
Build a Stronger Future for Your Funeral Home
Employee retention doesn’t have to be a constant struggle. With Prelude, you’ll not only improve the experience for your staff but also strengthen your funeral home’s ability to serve families for generations to come. Let us help you build a stronger, more resilient future—together.
