Halo effect
What is the halo effect in the workplace?
Halo effect is a type of cognitive bias where an individual's overall impression of someone is based on a single positive trait, such as their skills, behavior, physical appearance, confidence, or reputation. In the workplace, this could occur when a manager gives preferential treatment to an employee based on a general assumption of their positive qualities, rather than their actual performance.
The term was coined by psychologist Edward Thorndrike in 1920, who studied impression formation in the military and found that a single positive trait could influence a person's overall impression of someone.
What causes the halo effect?
Cognitive shortcuts:
Our brains often take cognitive shortcuts to be more efficient, using limited information to make fast impressions. If one trait is attractive, we unconsciously assume the trait applies to other traits.
Emotional effects:
Positive feelings towards someone’s personality or physical presentation can bias our impression of their competence or integrity.
First impressions:
First interactions, especially in a workplace, are highly influential in how we view someone in the long run. Once we have a good opinion of someone, later information is less likely to influence our original good impression.
Social and cultural conditioning:
Social norms frequently associate attractiveness, confidence, or communication skills with success or intelligence and thus reinforce the bias.
How can you avoid the halo effect in the workplace?
Establish clear evaluation criteria:
Evaluations must be based on observable outcomes, evaluation results, and insights that do not rely a person's surface-level traits or others' opinions.
360-degree feedback:
Consider multiple perspectives by asking for feedback from peers, subordinates, and supervisors.
Evaluation documentation:
Stay prepared to document an employee's performance over the course of the year and avoid higher probabilities of recollection bias.
Bias awareness training:
Prepare managers and HR to identify unconscious biases first, and where possible, encourage them to address related issues before making more important decisions.
Encourage discussion:
Establish a culture around constructive feedback so that people understand their strengths and weaknesses.
What are the impacts of the halo effect?
Biased assessments:
Employees may receive exaggerated evaluations, ultimately resulting in unfair promotion or salary hikes.
Reduced motivation:
When co-workers notice favoritism or randomness, it can lower morale and trust in leadership.
Lost opportunities for development:
An overrated employee often does not get feedback that would help them improve.
Recommendation results:
Decisions based on favor or bias can generate decisions that place individuals into roles they are not suited for, impacting team effectiveness.
Risk of reputation and retention:
When favoritism is perceived, it can hurt the credibility of the employer, driving high-performing employees away.
How can you positively use the halo effect in your career?
Demonstrate your key strengths consistently:
Pushing one visible area (i.e., presentations, teamwork, or reliability) can positively impact your overall reputation.
Always be authentic:
When others understand you to be reliable and truthful, that assessment often leads to new opportunities.
Be visible and engaging:
Volunteering on committees, projects, and initiatives gives others the opportunity to see you in action while validating the positive impressions you've created.