" ("Introduction: Performance Appraisal," 2005) One simple way to do such an appraisal as a family might be to have the subordinate staff members meet and discuss with their superiors as to what they could have done better, in terms of offering clients a variety of options regarding the conferences proceeding service, a review of how the staff conducted themselves during the service itself, and to discern any possible ways to make the functioning of the business better, and conduct a narrative or essay-based evaluation of the overall performance. (Hansen, 2005) Also, the organization could send a follow-up letter to those family members who utilized the service, expressing the funeral parlor's condolences, and asking, if he family felt comfortable, for a review of the services
Creating a friendly relationship with unions in a unionized workplace is best attained by not querying employees about union membership during the process, and adhering to the law which states that performance appraisals must be "job-related and valid; based on a thorough analysis of the job; standardized for all employees; not biased against any race, color, sex, religion, or nationality; and performed by people who have adequate knowledge of the person or job." (McNamara, 1998) Scheduling the employee review soon after initial employment is important in not creating any illusion of improper conduct towards the employee, as is the fact, in all appraisals, "if the supervisor has been doing a good job supervising, then nothing should be surprising to the employee during the appraisal
Indeed, with some funeral service companies expanding and homogenizing a once family run business, "regulation of the industry has been contentious from the outset, and there have been numerous questions as to regulatory effectiveness." (Kopp & Kemp, 150) This stands as true today, making this is sensible point on which to close this discussion