Duncan Trevithick's firm has implemented a bonus scheme that rewards employees based on their use of artificial intelligence (AI). Trevithick, who works in marketing for an AI training data company, questions the long-term implications of this incentive. He states, "The uncomfortable interpretation is that employees are being assessed on how effectively they can participate in their own redundancy." He notes that while he can complete two days' worth of work each week using AI, the financial rewards do not reflect this increased output.
Coinbase CEO Brian Armstrong has terminated employees for not completing AI training, highlighting a trend where companies are increasingly measuring employee performance based on AI proficiency. Accenture CEO Julie Sweet mentioned in March that AI is integral to operations at Accenture, stating, "If you want to get promoted, you've got to do the things that we do in order to operate at Accenture." Major companies like Disney, Meta, JP Morgan, and KPMG have also introduced AI leaderboards to monitor employee usage of AI tools.
According to a report by McKinsey, 94% of companies have yet to see significant value from AI, prompting business leaders to seek returns on their AI investments. In the UK, job vacancies have reached a five-year low, leading employees to feel pressured to adapt to AI usage. A survey by Gi Group found that 75% of UK jobseekers would not be deterred from applying to a company that incorporates AI proficiency into performance reviews.
Pamela, a senior executive in the US, observes that while there is no formal requirement to use AI, it influences who gets rewarded. She notes, "AI fluency beats credentials every day," indicating that employees with AI skills may be favored over those with more experience but less AI proficiency. Employment lawyer Tina Chander confirms that companies can legally adjust performance expectations based on AI usage, but raises questions about fairness and pay.
Chander advises businesses to establish clear policies regarding AI use to avoid disputes over performance expectations and job security. Starting January 2027, UK employees will have six months to submit unfair dismissal claims, a change from the current three months.
HR consultant Tina Rahman emphasizes the need for transparency regarding AI expectations, as a lack of clarity can lead to employee discontent. Kamila Miller, an applied AI researcher, warns that making AI usage a key performance indicator may lead to superficial compliance rather than genuine skill development.
Some companies have reconsidered their approach to AI in performance reviews. Duolingo's CEO Luis von Ahn stated that the company no longer uses AI proficiency as a performance metric, while Amazon reportedly shut down an internal leaderboard tracking AI usage due to employees attempting to game the system.
Despite these developments, some employees, including Pamela, feel the need to demonstrate AI proficiency to secure their positions. Trevithick is also taking proactive steps to ensure his relevance in the job market, stating, "If AI can do a job better than you can, it makes sense for the business to replace you." He emphasizes the importance of leveraging AI to create value in his work.