The Ten Commandments Pt 1
The current shortage of qualified licensees in many areas of the country emphasizes the importance of retaining skilled and proficient employees in the funeral home. Due to the direct costs of interviewing and hiring new employees, as well as the indirect costs of potentially idle equipment and taxing an already overworked staff, it becomes even more crucial to maintain an adequate number of employees to serve client families. In addition, the majority of students enrolled in the 54 accredited institutions of funeral service education are entering the field with little or no prior experience and/or family involvement in the profession. With all of these factors looming over managers, using effective techniques for supervising employees in the funeral home is paramount. Most experts agree that the tasks of management ultimately involve “common sense” rules of treating workers with dignity and respect. Unfortunately, this premise is often ignored, however, and the following list of the “Ten Commandments for Successful Management” will help ensure that experienced and capable staff are “ready, willing and able” to meet the needs of a grieving family. Before examining these 10 factors, it is interesting to note that eight of the Ten Commandments in the Old Testament of the Bible are worded as “negative” statements (in other words, “Thou shalt not do this-or-that”). In contrast, the Ten Commandments for Successful Management focus solely on the “positive” aspects of effective employer/employee relationships. For the sake of preserving continuity with the Decalogue of Moses, however, the traditional wording of the scriptures has been honored.
- Thou shalt remember the dignity and worth of each employee at all times.
This statement was mentioned previously, but it is definitely worth reiterating as the first and most important rule for any manager. As also stated, most techniques for effective management involve “common sense” and should be practiced by any individual in a managerial or supervisory capacity. At the same time, it is amazing to listen to both employees and students and recognize that the number one complaint often concerns the manager who treats the worker in less than a dignified manner. That is not to say that an individual is capable of performing at 100-percent capacity at all times. As humans, every worker can and will make mistakes. Any reprimand or consultation regarding such an event, however, should always be done in private. This eliminates feelings of embarrassment for the employee and prevents an even greater sense of distance from management personnel.
- Thou shalt use frequent words of praise and appreciation.
One of the easiest and most effective ways of motivating an employee is to offer words of recognition for exemplary job performance. Everyone likes a “pat on the back” and confirmation of doing a good job. This does not mean, however, that such words are spoken every time the employee fulfills one of his/her job duties or responsibilities. After all, this is part of being a good employee. Moreover, the words would eventually become empty and meaningless. On the other hand, when you notice an employee has performed in an exceptional manner, be quick to express your compliments for his/her efforts. It also would be beneficial to remember to make at least one comment of commendation to each employee every day. This reinforces the positive aspects of the employee’s performance, as well as the fact that you are aware of his/her hard work.
- Thou shalt value the employee’s enthusiasm and encourage his/her desire to serve others.
As noted in the opening paragraph, the majority of new students and licensees entering the profession lack prior experience or family involvement in funeral service. While this might be true and could be viewed as a detriment, many echo the sentiment that their decision is based on an ever-present desire to work in a funeral home (and one that might have been discounted by family members and acquaintances). In addition, a large number of the “non-traditional” student, or those returning to school after involvement in other endeavors, have endured numerous sacrifices of time and money to obtain their goal. Therefore, they are very serious about their commitment to funeral service.
- Thou shalt honor the previous career and life experiences of each employee. This imperative directly relates to the previous one. In addition to fulfilling their dreams to become a member of the funeral service profession, many new employees have already attended college and “retired” from another career. Not only that, they also bring with them a vast resource of useful experience and expertise. For example, it is very common for a current funeral service student to possess a bachelor’s, master’s and even a doctoral degree prior to his/her matriculation. Yes, their initial skills for funeral service might not be as proficient as one would like, but their aptitude and enthusiasm will make them receptive to learning as quickly as possible.
- Thou shalt be patient as they learn new job skills.
Once again, this directive follows from the one before it. Even though the funeral service educational process is designed to ensure that new licensees posses the skills and knowledge essential for a productive worker, there is no curriculum that can account for every contingency that could arise during a “typical” workday at the funeral home. Just as their desire and enthusiasm were catalysts in completing their mortuary education, however, these qualities will be helpful in learning the policies and procedures that are unique for any funeral establishment.
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