Amazon has introduced a new twist to its corporate performance review process, known internally as Forte. For the first time, the company is asking its employees to submit three to five “accomplishments” that best showcase their work over the past year. This marks a shift from previous reviews, which were broader in scope and focused on self-assessment, strengths, and interests.
The Forte Review Process: A Focus on Specific Achievements
As part of the new process, employees are required to provide “specific examples” of their accomplishments. These examples can include projects, goals, initiatives, or process improvements that demonstrate the impact of their work. The guideline emphasizes that employees should consider situations where they took risks or innovated, even if those efforts didn’t lead to the desired results.
The new emphasis on concrete achievements is a notable change for Amazon, which has traditionally included a self-assessment component in performance reviews. Previously, these reviews asked employees more open-ended questions about their strengths and contributions, such as “When you’re at your best, how do you contribute?” This year’s shift to a more results-focused approach reflects a broader effort to align performance with measurable outcomes.
The Significance of Forte
Forte remains a key component of Amazon’s compensation system. Managers use the review process, along with peer feedback and adherence to Amazon’s Leadership Principles, to determine an “Overall Value” rating for each employee.
This rating is critical, as it directly impacts annual pay and bonuses. The shift toward a more structured review process around specific accomplishments is part of Amazon CEO Andy Jassy’s ongoing efforts to build a more disciplined workforce and foster a unified corporate culture.
Jassy’s leadership has been marked by a series of changes aimed at tightening operations within Amazon. These changes include a full return-to-office policy, a reduction in management layers, and a revision of the company’s pay model. His goal is to more clearly reward top performers, pushing the company toward higher levels of accountability and productivity.
A Broader Industry Trend
Amazon’s shift reflects a broader trend within the tech industry, where companies are moving away from the “employee-first” mentality that dominated the previous decade. CEOs like Elon Musk and Mark Zuckerberg have spearheaded this change by demanding more specific results from their teams.
Musk, in particular, set the tone for this more disciplined approach in 2022 when he began asking Twitter employees to outline their weekly accomplishments. Zuckerberg followed suit with his “year of intensity,” pushing Meta employees to deliver clear results or risk being sidelined. Even Google has begun implementing tougher performance review processes.
Pilot Testing and Early Adoption at Amazon
Before fully implementing the new Forte process company-wide, some Amazon teams, including those in advertising and IMDb video units, began pilot-testing similar questions in prior years.
Paul Kotas, Amazon’s advertising chief, told employees that sharing specific accomplishments during performance reviews “helps facilitate a more productive” conversation with managers. This feedback loop is intended to drive clarity and improvement, ensuring that employees and managers are aligned on performance goals and expectations.
What Does This Mean for Amazon Employees?
For Amazon employees, the new performance review process means they’ll need to be more intentional about documenting and demonstrating their achievements. Success will be increasingly tied to measurable impact, and employees will be expected to show how their work has contributed to the company’s objectives. As Amazon continues to implement these changes, it’s clear that employees will need to adapt to a more results-driven culture.
Frequently Asked Questions (FAQ):
1. What is the new approach in Amazon’s Forte performance review?
Amazon’s new approach asks employees to submit three to five specific “accomplishments” that demonstrate their impact over the past year. The review focuses on concrete achievements, including projects, goals, and process improvements.
2. Why is Amazon focusing on accomplishments instead of broader questions?
This shift reflects Amazon’s push to align performance reviews with measurable outcomes. By emphasizing specific achievements, Amazon aims to reward top performers more clearly and foster a more disciplined workforce.
3. How does Forte impact employee compensation?
The Forte performance review plays a crucial role in determining each employee’s “Overall Value” rating, which impacts their annual pay and bonuses. Specific accomplishments will now be a key factor in how this rating is assigned.
4. How does this change reflect Amazon CEO Andy Jassy’s leadership style?
Jassy has implemented several changes aimed at tightening operations, including a return-to-office policy and a more structured pay model. This shift in performance reviews is part of his broader strategy to reward top performers and create a more unified corporate culture.
5. How does Amazon’s new approach compare to other tech companies?
Amazon’s approach mirrors a broader trend in the tech industry, where companies are moving away from an employee-first mentality and becoming more results-driven. CEOs like Elon Musk and Mark Zuckerberg have pushed similar changes in their organizations.
