Halo effect

This consists of making assertions, not based on reality, about a person's capabilities or attributes in a work environment, clouding objective judgement with subjectivism and generalisation.

People who do not have sufficient data on the situation are more likely to make such judgements. Such biases are based on our perceptions of others. For example, when a person has an overly positive view of a co-worker. This may affect the objectivity of his or her evaluations and give him or her consistently high ratings. Or conversely, negatively evaluating someone because there is no good personal relationship.

We tend to favour and trust people who are similar to us or with whom we have a good relationship and this can influence a person or team to have better reporting results, more opportunities for promotion and never reveal their true opportunities for improvement.

To avoid the Halo Effect, the 360º feedback facilitates an assessment of each employee from multiple sources: supervisors, colleagues, subordinates and customers. Reviews based on these multiple perspectives help remove bias from the equation. The Forced-Choice method can also facilitate an objective evaluation.

We also talk about it in our blog:

How to recognize and avoid bias in Performance Appraisal

We give you the keys that can affect your rational judgment so that you can participate in a performance assessment process without falling into possible cognitive biases. You will help your collaborators to develop their talent by providing an objective and constructive vision.

The objectives and KPI's in our work

Discover how it influences the productivity of your team that everyone knows their Objectives & KPI's. Establishing them, monitoring them and evaluating their achievement is a means of involving our employees. And if you need more, how about a playlist so that motivation does not lack!

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