Why Employee Engagement Matters in Funeral Service and Deathcare
In today’s fast-paced work world, the idea of employee well-being is everywhere. Companies talk a lot about caring for their workers, but how many are really walking the walk? The article “Is Your Company Truly Caring, or Just Carewashing?” highlights a serious problem: some companies make big promises about caring for their employees but don’t actually follow through. This leaves workers feeling disappointed and unimportant, which can have a huge impact on their engagement and performance.
As a third-generation funeral director with over 45 years of experience in the deathcare profession, I’ve seen firsthand how important it is to genuinely care for your team. Our work is emotionally and physically demanding, and without real support, it’s easy for even the most dedicated professionals to burn out. That’s why employee engagement isn’t just a nice-to-have—it’s essential for the health of both our people and our businesses.
Why Employee Engagement is So Important
Let me share a quick story. A few years ago, one of our long-time staff members, whom I’ll refer to as Blue, started showing signs of burnout. Blue had always been one of our most reliable and compassionate funeral directors, but suddenly, there was a noticeable shift. Blue seemed distant and unmotivated. At first, we didn’t notice because the work was still getting done well. But one day, Blue came to me and said they were thinking about leaving the profession entirely. They felt drained and unappreciated.
That was a wake-up call for me. We had been so focused on serving our clients that we hadn’t paid enough attention to the needs of our own team. We had to make some serious changes to ensure that all of our employees felt supported and valued.
One of the first things we did was implement a more structured mentoring program. We paired newer employees with experienced professionals like Blue, not just to teach skills, but also to provide emotional support and a sense of connection. We also started offering regular wellness programs, including things like stress management workshops and flexible schedules, to help our team manage the unique challenges of our work.
Are We Truly Engaging Our Employees?
The changes we made had a huge impact. Blue decided to stay, and over time, we saw a big increase in overall employee satisfaction and engagement. But this experience also taught me that engagement isn’t something you can set and forget. It’s an ongoing effort that requires real commitment from leadership.
This brings me back to the idea of “carewashing,” mentioned in the article. Carewashing is when companies make a big deal about their commitment to employee well-being, but their actions don’t match their words. This creates a culture of mistrust and can make employees feel even more disconnected. In our profession, where trust and compassion are key, carewashing can be especially damaging.
Taking Real Action
So, how can we avoid carewashing and make sure our teams are truly engaged? It starts with listening. We need to regularly check in with our employees, not just about their tasks, but about how they’re feeling and what they need to succeed. This could mean offering more opportunities for professional development, providing coaching for leadership skills, or simply making sure people have the time and space to recharge.
Another important step is to lead by example. If we talk about the importance of well-being but then send work-related emails at all hours or ignore our own advice, we’re sending the wrong message. It’s about aligning our actions with our words, and showing our team that we truly care about them as people, not just as employees.
A Culture of Genuine Care
In the end, creating a culture of genuine care isn’t just good for employees—it’s good for business. Engaged employees are more likely to stay with the company, contribute new ideas, and provide exceptional service. They feel connected to the mission and are motivated to go the extra mile, which ultimately benefits the families we serve.
So, I encourage all of us in the funeral service and deathcare profession to take a hard look at how we’re supporting our teams. Are we offering real, meaningful engagement, or are we just checking the boxes? Let’s commit to creating workplaces where our employees feel truly cared for, valued, and engaged. Because when we take care of our people, they can take care of others—and that’s what this profession is all about.
Ending note:
As we conclude this month’s newsletter, I’m excited to share a special gift with you. In collaboration with my dear friend and colleague, Marguerite Ham—Owner of Igniting Success, Professional Development Trainer, Leadership Coach, and Conference Keynote Speaker—I’m offering a free journal created just for our profession. This journal includes thoughtful journaling tips to help you reflect, grow, and navigate the unique challenges we face in our work.
If you’re interested in receiving a free copy, simply reach out to Taylor at taylor@yourfuneralcoach.com. We’d love to share this resource with you as a token of our appreciation for the important work you do every day.
With warmest regards,
Lisa Baue
