What Is the "Devil Effect" Bias

The devil effect bias is the opposite of the halo effect bias. Wheras the halo
effect results in inflated employee ratings, the devil effect results in artificially
low ratings of an employee. The devil effect comes into play when the rater, or
manager generally dislikes, or has little confidence in an employee, and tends to
rate the employee as low functioning on all or most of the rating items.

Navigate Performance
Management and Appraisal Q
& A's
General Questions
Questions From Employees
Performance Problems & Problem
Employees
Performance Goals, Objectives and
Planning
Performance Review Meetings
Employee Rating and Ranking Issues
and "Rank and Yank"
Performance Management Forms and
Policies
Merit Pay, Bonuses, and Pay For
Performance
Improving Performance Management &
Appraisal
360 Degree Feedback, Balanced
Scorecards and Upwards Feedback
Performance Management Software
Employee Training, Development ,
Planning & Performance Management

Performance Management &

Appraisal Cheatsheets
Short, low cost help to inform and
guide you through appraisal
meetings, goal setting,
performance problems,
progressive discipline. Starting
at $6.48. All can be previewed
free.

In other words the general opinions of the rater or manager can exert a strong
effect even if the particular employee is good at a few of the things refered to by
other items.
For example, an employee may be doing very well at sales, but, unfortunately
the manager is blinded to this fact by having negative opinions of the employee
-- perhaps something as simple as disliking the employees' communication or
personal style. So, the manager rates the employee poorly on ALL items,
including sales, even if the person is a good salesperson.