Why Funeral Hires Are Abandoning You
The funeral industry is changing fast. Families expect affordable, streamlined cremation options, while funeral homes scramble to keep up with digital tools and staffing challenges.
In this latest episode of the Direct Cremation Podcast, host Tyler Yamasaki (CEO of Parting Pro) talks with Martha Thayer (Founder of Mortuary Training) about why so many new funeral directors quit early—and how to fix it.
With over 25 years in the field and the distinction of launching the first accredited online mortuary science program, Martha now helps funeral homes create onboarding systems that actually retain staff.
From High School to Mortuary Leader
Martha’s death care journey began in high school, when a part-time receptionist job ad caught her eye. Encouraged by her mother, she applied—and fell in love with the profession. That initial spark led her through a degree in mortuary science, a banking degree, a master’s in curriculum, and eventually, the creation of one of the first fully accredited online mortuary programs in the U.S.
Her story is a reminder that the best funeral directors often don’t come from traditional paths. They’re built through exposure, mentorship, and—crucially—good training.
Why New Funeral Directors Quit So Fast
Tyler and Martha dig deep into one of the most frustrating realities in funeral home management: new hires burning out or quitting within months.
- Lack of structured onboarding: Many funeral homes throw new grads into work without support
- Unrealistic expectations: Mortuary school provides a foundation, not full professional experience
- Micromanagement: New hires feel distrusted and stifled when managers can’t let go of control
- No formal SOPs or training: Without written processes or a funeral management system, new staff feel lost
Martha keeps it real: new hires leave when managers expect too much, too soon. Mortuary school gives them a foundation—not full experience.
Some owners even tell grads to “forget everything you learned,” which undermines their confidence from day one.
The best firms do the opposite. They provide clear onboarding, assign mentors, and use tools like cremation software and online funeral arrangements to support their staff and let them focus on what matters—serving families.
Training vs. Teaching: What the Best Funeral Homes Do Differently
The solution for quitting funeral professionals? Dedicate time, structure, and clear expectations with written or digital SOPs integrated into your funeral planning software.
- Implement onboarding programs: Not just shadowing—real, documented training
- Identify strengths early: Some are better at embalming, others at cremation arrangements (like Parting Pro)
After leaving Arapahoe, Martha moved from classroom teaching to in-the-field training. Her approach is fully customized—tailored to each funeral home’s team, values, and goals, whether that’s improving cremation arrangements, launching a website, or adopting new tech.
Martha highlights a common mistake: assigning onboarding to an overworked “rockstar” staffer. Without the right support, new hires fall behind and burn out fast.
The Trust Problem in Funeral Homes
One powerful insight from Martha’s experience came from a symposium she attended: one graduate quit their job simply because they weren’t trusted to do it. Their manager micromanaged everything, down to signatures and forms. This lack of trust—not pay, not work hours—was what drove them out of the industry.
Funeral home software like Parting Pro can create transparency, accountability, and documentation, but it only works when leadership buys in. As Martha put it: if you don’t trust someone, don’t hire them. But if you do hire them, invest in the tools and coaching to help them succeed.
Making Funeral Homes the Place People Want to Work
The industry is evolving. Consumers want online cremation services, eco-friendly options, and faster communication. At the same time, new funeral professionals want purpose-driven work, tech-enabled environments, and clear career paths.
Whether your firm is adopting best online cremation software, upgrading your funeral website, or marketing cremations through cremation ads, none of it matters if you don’t have people excited to work for you.
That’s the real takeaway: great onboarding, trust, and tech go hand-in-hand. And funeral homes that understand that are the ones families—and employees—will return to again and again.
Watch the full interview to know more! 🎧