Amazon.com Inc. is implementing a significant change in its performance evaluation process for its corporate employees. Beginning in early 2026, approximately 350,000 staff members will be required to submit detailed lists of their key accomplishments from the previous year as part of their annual performance reviews. This shift, confirmed by multiple sources and detailed in internal documents, marks a departure from prior practices that focused less on individual metrics and more on team-oriented feedback.
Under the new policy, employees must present three to five specific achievements that underscore their contributions. This initiative aligns with CEO Andy Jassy’s vision for fostering a more disciplined and accountable culture within the company. The timing of this change coincides with a series of workforce adjustments, including recent layoffs that eliminated 14,000 roles, primarily in corporate and managerial sectors. Insiders indicate that this policy aims to identify underperformers and ensure alignment with Amazon’s ambitious growth targets, especially in fields such as artificial intelligence and cloud computing.
Shifts in Performance Metrics and Employee Sentiment
According to a report from Business Insider, the requirement for employees to “share specific work achievements” is part of a broader overhaul intended to enhance transparency and merit-based advancement at Amazon. Jassy has previously emphasized the transformative role of AI in reshaping operations, stating in a July 2025 interview with CNBC that AI would automate routine tasks, allowing employees to concentrate on more valuable work. The new performance review system, however, extends beyond automation, serving as a tool to quantify productivity in an era where remote work and hybrid models have obscured traditional oversight.
Critics within the company express concerns that this requirement could intensify existing pressures surrounding work-life balance. Amazon has enforced stricter office attendance policies, and managers are now closely monitoring employees’ in-office presence. Some workers have reported that visibility in physical workspaces influences evaluations, leading to a high-pressure environment where employees feel compelled to demonstrate both results and physical presence.
This approach mirrors trends among other tech firms, such as Google and Meta, which have also increased performance scrutiny post-pandemic. However, Amazon’s model is notable for its specificity; the internal review cycle, known as Forte, now integrates self-reported accomplishments with feedback from peers and supervisors, potentially affecting promotions, bonuses, and even job security.
One anonymous employee described the new process as “a resume-writing exercise under duress,” highlighting the anxiety surrounding the changes. Historically, Amazon has been guided by its 16 leadership principles, which prioritize ownership and innovation. The updated system explicitly links accomplishments to these principles, reinforcing Jassy’s desire to instill greater “discipline” within the company.
Impact on Corporate Culture and Industry Trends
Public response on platforms like X (formerly Twitter) reflects a mix of frustration and resignation among Amazon employees and industry observers. Concerns have been raised about the policy’s tendency to favor visible, quantifiable wins over collaborative or behind-the-scenes efforts. This sentiment echoes previous criticisms regarding Amazon’s treatment of warehouse staff, as highlighted by social media discussions.
Jassy’s ambitious vision for Amazon includes significant investments in AI, exceeding $150 billion in generative AI and related infrastructure. He frames the changes in performance reviews as cultural rather than financially driven, asserting that layoffs were about aligning with core values rather than financial pressures. Nevertheless, the implementation of this policy has not been entirely smooth. Some departments report confusion regarding what constitutes a “key accomplishment,” leading to informal guidelines circulating amongst employees.
Industry analysts speculate that the heightened emphasis on individual achievements may prompt a talent exodus, as top performers seek environments with less bureaucratic oversight. Discussions on platforms like Slashdot reveal a divided community, with some praising the meritocratic intent while others criticize it as micromanagement.
The implications of Amazon’s performance review model extend beyond the company itself, potentially influencing how other organizations structure evaluations in a post-AI landscape. With a total workforce nearing 1.56 million globally, changes at Amazon often set industry precedents. A report from Allwork.space described the policy as a “demand for proof of productivity,” suggesting similar trends could emerge in sectors grappling with the challenges of remote work.
Employee advocates warn of potential equity issues, noting that the new system may disadvantage those in support roles or those with caregiving responsibilities, who might find it challenging to compile impressive achievement lists. This ongoing discourse reflects broader critiques of Amazon’s labor practices, where disparities between executive compensation and worker conditions have frequently surfaced.
As Amazon navigates this changing landscape, external factors, including economic uncertainty and regulatory scrutiny on Big Tech, could amplify the impact of these performance evaluations. Employees have begun exploring unionization or external networks for support, particularly in light of the company’s resistance to unionization in its corporate ranks.
Experts from HR firms anticipate that while a focus on individual results may drive innovation, it could also threaten team cohesion. Jassy’s strategy aligns with Amazon’s substantial investments in AI, as seen in the $100 million dedicated to AWS generative AI and $50 billion for government-facing supercomputing announced in July 2025. These initiatives aim to enhance Amazon’s position as a leader in AI-driven efficiencies, necessitating a workforce capable of delivering measurable outcomes.
As the company continues to refine its performance management practices, the true test will be in balancing ambition with employee well-being. In a rapidly evolving tech landscape, Amazon’s approach could redefine corporate accountability. While the requirement for tangible evidence of contributions challenges employees to articulate their value, it also raises questions about the potential impact on employee morale and retention.
Ultimately, the performance review overhaul at Amazon highlights the ongoing tension between productivity and worker satisfaction, setting a new standard for how companies measure success in an increasingly automated future.
