Amazon employee performance reviews now include Leadership Principles evaluation

This is basically Madon and its CEO, Andy JasY Corporate managers are required to start the status of employee performance reviews starting from this quarter, Business Insider said on Wednesday.

This step takes on and gives what was implicitly: Amazon managers must partially evaluate employees about the quality of their actions to the level of leadership principles of the 16th-stamps or values ​​of companies such as “bias for work”, “customer obsession” and “target” that is supposed to direct behavior, decision-making, and develop new income within technology.

“By making the principles of leadership official inputs … the updated process helps us to enhance the relationship between performance and culture”, it reads the new internal guidelines in part, according to the report.

The formal nature of this new evaluation is not surprising if you have tracked Amazon CEO of Amazon Andy Jassy in recent years. But it is important; It is Sulfo in the Crusader campaign that lasted for years to strengthen, and in some corners of the organization, resuscitation, and the DNA, the most wonderful founder and former CEO Jeff Bezos. What Jassy seeks to do does not have many examples that must be designed yet: converting a 1.5 million people to “the largest startup in the world”, as he said its goal.

But he and his leadership team were constantly and accurately taking action that they believed to give them a chance to fight to do so. In Jassi’s annual letter to the shareholders published this spring, for example, Khalifa Bezos said that his company is striving to “to work like the largest startup in the world” and then put some details about reaching there, including the use of the internal bureaucratic hotline to determine the red tape.

Last year, the CEO also released what was basically educationally for an hour on the meaning of both the 16 LPS, and how it should be explained. In autumn, Joshi and his deputies have commanded company employees to the office five days a week, believing that new employees cannot learn or live the company’s principles if they do not monitor them and practice them daily.

Jassy also imposed the company’s leaders to pressure the middle management layers and increase the percentage of individual shareholders to managers by 15 %.

“If we do this well,” Jaci wrote at that time, “will increase our colleagues ‘ability to move quickly, clarify, revitalize their feeling of ownership, pay decisions near the front lines where most of them affect customers (business), reduce bureaucracy, and strengthen our organizations’ ability to make customer life better and easier every day.”

Despite the ascension of Jassy and Team, they feel they have a good reason to try to return to the hour. like luck A documented in a deep investigation last year, the remote work boom on which the epidemic incites, along with rapid employment and employee growth from Amazon, greatly affected the company’s culture and how it works. However, the famous leadership principles began to show signs of vanishing.

While the official evaluation of the quality of the employees will show the principles of leadership will definitely create its own challenges due to the self -nature of the mission, Jesse records recently that it will not be the last attempt of his company to fortify the Amazon culture.

Are you a current or former Amazon employee with ideas on this topic or advice to share it? Call Jason Del Rey in jason.delrey@fortune.comand jasonrey@protonmail.comOr through a signal of messaging and WhatsApp applications in 917-655-4267. You can also contact it On LinkedIn Or in Delrey on X, JDELREY on threads, on a blouse.