However, with some effective training and performance review standardization, the Halo and Horn Effect can be mitigated, ensuring that fair and accurate appraisals are conducted for all employees across your organization. These implicit biases can cause inaccurate performance reviews and ineffective management, which can result in promotions going to employees who aren’t top performers, and good performers being held back unfairly. Other times, this attribute can be past performance-if an employee did a poor job on one project, their boss may seem to find fault in all of their future projects.
Sometimes this attribute is physical, and work performance is unfairly judged based on appearance.
You may have fallen victim to the Halo/Horn Effect-a type of implicit bias where work and performance are either positively or negatively magnified based on an unrelated attribute. Or on the contrary, have you ever been at an organization where everything your colleague did was somehow seen as gold, even though their work wasn’t really all that stellar? Ever been at a company where it felt like no matter how hard you were working, you were being negatively judged by something beyond your control?
