360 Degree Performance Review Identify the Halo and Horns Effect - CareerMetis.com

360 Degree Performance Review Identify the Halo and Horns Effect “To err is human” is a famous saying that many of us have come across at one point in our lives.While this is a comforting saying because it tells us that it’s okay to make mistakes once in a while, we should also constantly be trying to better ourselves and our work.evalThis is especially true for managers and those who are responsible for others. It is in these positions that personal biases can unfairly come into play even when they shouldn’t. These can be particularly detrimental during periods of performance reviews.Luckily these biases have been studied and there are now digital solutions such as Grapevine Evaluationsto create fair and accurate reports.1. Horns and HalosevalOne of the most common, and natural, biases that managers will experience has been termed the “horns and halo effect.”Essentially referring to a tendency to exaggerate an employee or job interviewee’s good or negative traits based solely on superficial first impressions.This is of course a natu ral process that everyone experiences, but when it comes to the work realm, it is important to move past these biases:HornsIf the first impression is negative, there is a tendency to overlook positive traits of the individual and only focus on the negative.The individual often has to work very hard to have their positive characteristics recognized in this situation because every following interaction is seen through the filter of the negative first impression.HaloevalThis is also a common bias that most people have been on either side of; when we like someone, we are more likely to overlook their shortcomings and focus on the positive characteristics.This person is seen with the “halo” of the positive first impression. This is just as problematic as the horns though, because they will potentially get away with completing less work or lower of work. It is important to see the negative with the positive in these cases.2. StandardizeThe best way to get rid of this bias is to let go of first impressions and to be honest about the regularity and severity of issues which arise with different employees.For instance, an employee might be late on 3 different occasions, but this needs more consideration before “sticking the horns” on them.evalFor instance, listen to their reasons before getting angry, they might have genuine reasons involving traffic or childcare, rather than simply poor time management.Also take note of whether they stay later to work; often managers get angry with lateness The halo and horns effect is completely eliminated with Grapevine Evaluationswhile also reducing the time that competing this process would otherwise require.