Amazon.com Inc. has announced a significant overhaul in its performance review process, requiring approximately 350,000 corporate employees to submit detailed lists of their achievements for the upcoming 2026 evaluations. This new policy mandates that employees provide three to five specific accomplishments from the previous year. This shift, confirmed by multiple sources and outlined in internal documents, reflects CEO Andy Jassy‘s efforts to cultivate a more disciplined and accountable company culture.
The requirement comes on the heels of recent workforce reductions, with Amazon eliminating 14,000 roles, primarily in corporate and managerial positions. Insiders suggest that this updated review system is intended to identify underperformers and ensure that remaining staff align with the company’s ambitious growth targets, particularly in sectors such as artificial intelligence and cloud computing. A report from Business Insider indicates that the push for employees to share specific work achievements is part of a broader initiative aimed at enhancing transparency and promoting merit-based career advancement.
Changing the Performance Landscape
Jassy has previously articulated his vision for leveraging AI to streamline operations. In a July 2025 interview with CNBC, he stated that AI would automate routine tasks, enabling employees to concentrate on higher-value work. However, the new review process appears to do more than facilitate automation; it aims to quantify productivity in a working environment increasingly characterized by remote and hybrid models.
Critics within the company have raised concerns that this new emphasis on listing accomplishments may heighten pressures related to work-life balance. Reports indicate that managers are now closely monitoring employees’ in-office attendance, with some workers feeling that their visibility in physical workspaces impacts performance evaluations. An article in India Today highlights how this dual focus on achievements and physical presence creates a high-pressure atmosphere, compelling employees to demonstrate both results and their commitment to being in the office.
The updated internal review cycle, termed Forte, integrates self-reported accomplishments with feedback from peers and supervisors. This combination could significantly influence promotions, bonuses, and job security. One anonymous employee likened the process to “a resume-writing exercise under duress,” reflecting the anxiety it has generated among staff.
Historical Context and Employee Reactions
Historically, Amazon has operated under its 16 leadership principles, which prioritize ownership and innovation. This new review system explicitly ties individual achievements to these principles, as noted by Business Insider. Jassy, who took over from Jeff Bezos in 2021, has expressed a desire to instill greater discipline within the organization, a sentiment echoed following the company’s return-to-office mandate in 2023.
Public sentiment on social media platforms such as X (formerly Twitter) reveals mixed feelings among Amazon employees and industry observers. Concerns have been raised regarding the potential for this policy to favor visible, quantifiable accomplishments at the expense of collaborative efforts. This reflects ongoing criticisms of Amazon’s treatment of its workforce, including disparities in compensation and working conditions.
Jassy’s strategy includes a significant investment in AI, reportedly exceeding $150 billion in generative AI and related technology, as reported by Fortune. He has framed the performance review changes as culturally motivated rather than financially driven, asserting that the layoffs were about alignment with core values, not cost-cutting measures.
Despite the intent behind these performance reviews, some departments are experiencing uncertainty about what constitutes a “key accomplishment,” leading to informal guidance circulating through internal communications. Analysts speculate that this ambiguity could result in a talent exodus, as top performers seek workplaces with less bureaucratic oversight.
The implications of Amazon’s new performance evaluation model extend beyond the company itself, potentially influencing how other organizations approach employee assessments in a post-AI landscape. With Amazon’s global workforce nearing 1.56 million, changes here often set industry standards. A report from Allwork.space describes the policy as a “demand for proof of productivity,” indicating that similar practices may emerge in sectors grappling with the productivity challenges posed by remote work.
Employee advocates caution that the new system may disproportionately affect those in support roles or with caregiving responsibilities, who may struggle to compile impressive achievement lists. This concern resonates with broader critiques of Amazon’s labor practices, which have been highlighted in past social media discussions.
As Amazon navigates these changes, external factors such as economic instability and increased regulatory scrutiny of large technology firms may amplify the impact of these performance reviews. The company’s ongoing antitrust investigations and labor rights campaigns could further complicate perceptions of this policy. Users on X have voiced their opinions, emphasizing the role of this requirement in demanding “proof of productivity” amid ongoing layoffs.
In response to potential backlash, Amazon is reportedly conducting training sessions for managers to ensure fair calibration of these reviews, drawing on best practices in performance management. Despite these efforts, skepticism remains among employees, with some viewing the new system as a precursor to further layoffs.
While Jassy has positioned these changes as opportunities for recognition and empowerment, the tension between ambition and employee well-being continues to be a point of contention. Critics argue that prioritizing metrics over worker satisfaction may lead to burnout and turnover, echoing past criticisms of Amazon’s corporate culture.
Overall, the performance review overhaul at Amazon represents a bold attempt to redefine corporate accountability within the technology sector. By mandating evidence of contributions, the company challenges employees to articulate their value in alignment with corporate objectives. As Amazon continues to evolve, the effectiveness of this approach in fostering innovation while maintaining employee morale remains to be seen.
