Major corporations are increasingly incorporating artificial intelligence proficiency into performance reviews, using it as a key metric for promotions, bonuses, and job security. Firms such as Meta, Disney, JP Morgan, and KPMG have reportedly implemented "AI leaderboards" to track how staff utilize large language models, while other organizations have mandated AI training as a condition of employment.
For many employees, this shift creates a complex dilemma. While demonstrating AI fluency can lead to career advancement, some workers fear that increased efficiency simply raises the baseline for their roles without providing additional compensation. Duncan Trevithick, a marketing professional, noted that while AI helps him complete tasks faster, the long-term risk involves proving that his own role may eventually become unnecessary. "The uncomfortable interpretation is that employees are being assessed on how effectively they can participate in their own redundancy," Trevithick said.
The trend is also reshaping workplace dynamics, with some executives observing a "two-tier workforce" where AI skills are prioritized over years of professional experience. Pamela, a senior executive at a large consultancy, stated that AI fluency is now often valued more than traditional credentials, making it difficult for experienced staff to remain competitive if they do not visibly adopt these tools.
Legal experts suggest that while companies are generally within their rights to set these performance expectations, the practice raises significant questions regarding fairness and labor relations. Tina Chander, an employment lawyer at Weightmans, warned that without clear policies and boundaries, companies risk disputes over performance expectations and job security. Furthermore, some researchers argue that mandating AI use as a key performance indicator can lead to "performative" behavior, where employees use AI for unnecessary tasks simply to meet metrics rather than to improve decision-making or quality.
Some organizations have begun to reconsider these mandates. Duolingo CEO Luis von Ahn noted that the company moved away from using AI as a performance metric after realizing it encouraged employees to use the technology for its own sake rather than for genuine productivity. Similarly, reports indicate that Amazon discontinued an internal leaderboard after staff began assigning needless tasks to AI to inflate their rankings.
Source: BBC News
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