For example, if an employee is viewed favorably because of one particular aspect of their performance-such as high sales volume-that may make it less likely that they will be held to the same standard on other important things, like proper communication with other employees or completing their work in a timely manner, etc.

It could also mean perfectly qualified applicants are overlooked. It may not be bad for one individual hire, but if there’s a particular trait that is prized above other traits it can lead to less diversity in the workplace and can have a negative impact over time. If one candidate becomes favored because of it, it could result in the hiring process being biased. The halo effect also may come into play during the hiring process.The halo effect can lead to unfair differences in how employees are treated, especially in disciplinary issues.In short, the halo effect can damage those who are not in it.

This can lead to resentment from those who are not afforded the same benefits, projects, assignments or other perks that come with being a favored employee.

When some employees are always viewed with a more positive light (the “halo”), that almost by default means that there will be others who are not viewed as positively, even if their actions are substantially the same.

Here are some other examples of how the halo effect impacts the workplace: Training, as noted above, can help, but it may not eliminate it-and HR needs to be aware of that. Disciplinary proceedings may be impacted. HR also needs to know that this and other biases may affect outcomes. Managers, supervisors, and others in positions of authority would benefit from training on how to combat internal biases. This is the type of topic that HR teams can promote for training. This is an HR issue for multiple reasons, such as: This is why it’s important to recognize biases like the halo effect and the impact they may have in the workplace. This tendency is good in general, because it helps us navigate daily life, but it can lead to biases that can occasionally lead to unfair treatment. We tend to make quick judgments and decisions based on past experience or limited information. This is a cognitive bias that we all have-both in the workplace and out.

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