What is a recommended solution to eliminate the halo effect in performance appraisals?

Using Behaviorally Anchored Rating Scales (BARS) is a highly recommended solution to eliminate the halo effect in performance appraisals because BARS provides specific, observable behaviors linked to performance standards for various job competencies. This method encourages evaluators to assess employees based on concrete behaviors rather than general impressions or traits, which is often influenced by the halo effect.

The halo effect occurs when a positive impression of one aspect of an employee’s performance unduly influences the overall evaluation, leading to biased assessments. With BARS, each performance level is clearly defined with examples of behaviors that represent different degrees of performance. This clarity helps appraisers focus on relevant criteria and reduces the likelihood of biases associated with general perceptions or unrelated traits.

In contrast, the other options do not address the core issue of subjectivity in the same way. For instance, graphic rating scales may leave too much room for interpretation by the evaluator, while self-evaluations can be biased by employees’ self-perceptions. Additionally, 360-Degree Feedback, while comprehensive, might not guarantee that all feedback is free from biases inherent in other evaluators' perceptions. BARS stands out by providing structured guidance that minimizes the impact of the halo effect on performance assessments.