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Every organization has them: The top performer who seemingly emerges from nowhere. The highly touted recruit who interviewed well, but stumbles surprisingly during onboarding. Or the rising-star manager whose adjustments in a new role get rocky.
The perception gap manifests in many ways. People aren’t always who they seem, especially in the workplace, where behavioral drives can show up subtly.
How HR can help
HR can help mitigate perception bias through the use of behavioral data. An individual’s behavioral pattern illuminates their strengths, their strongest drives, and their communication preferences, making you less reliant on preconceived notions of who they are or how they work.
Let’s walk through a handful of common forms of workplace perception bias.
The halo effect
What is it? When you form a positive overall impression of someone based on a single positive trait.
Example: A manager might assume an employee who is well-liked is also a high performer, overlooking potential shortcomings in their actual work.
The horns effect
What is it? When you form a negative overall impression of someone based on a single negative trait.
Example: An employee who is
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