Meta is currently undergoing a significant internal transformation that includes not only employee layoffs but also adjustments to work management and appraisal systems. In recent months, staff have reported a series of unpredictable job cuts, described as alarming and sporadic.

In early April 2026, official filings revealed that Meta intended to reduce approximately 200 positions in Silicon Valley, impacting areas such as Burlingame and Sunnyvale. Just a month earlier, media reports indicated layoffs within departments including Reality Labs, social media teams, and recruitment operations.

Earlier in the year, Meta had already reduced around ten per cent of its Reality Labs workforce, totalling over 1,000 employees. Notably, in May 2026, the company announced a plan to lay off about ten per cent of its total employees, equating to close to 8,000 jobs, while also leaving around 6,000 roles vacant.

This trend of layoff patterns raises concerns among employees, particularly as the cuts are occurring in waves rather than through a single, extensive restructuring initiative.

Shift Towards AI-Driven Work Practices

At the core of these organisational changes is Meta’s aggressive investment in artificial intelligence. CEO Mark Zuckerberg has indicated that 2026 will mark a significant shift in the way work is conducted within the company, with fewer people now needed to accomplish tasks that once required larger teams.

Reports suggest that Meta may allocate up to $135 billion for AI initiatives this year, a figure that matches the total investment over the past three years. This shift in financial focus is believed to be a primary driver behind the recent layoffs.

The company’s increased reliance on technology has resulted in stricter employee monitoring. A new system known as the Model Capability Initiative (MCI) has been implemented, tracking employee activities such as mouse movements and keystrokes. The purpose of this system is to enhance AI training by observing human-computer interactions.

Meta’s Chief Technology Officer Andrew Bosworth explained that the long-term vision involves AI agents performing most tasks, while human roles will involve directing and evaluating these systems. Employees are encouraged to leverage AI tools, with performance metrics tracking the extent of their usage.

Revised Employee Appraisal Framework

In addition to layoffs and enhanced monitoring, Meta is overhauling its appraisal process. A new performance programme dubbed “Checkpoint” is set to be introduced in 2026, featuring a four-tier rating system that aims to produce significantly varied outcomes.

Employees rated as top performers may receive bonuses of up to 200 per cent of their base salary, while an elite few could be eligible for a remarkable “Meta Award” with a bonus multiplier of 300 per cent. Conversely, those designated as “Not Meeting Expectations” will receive no bonuses at all.

The majority of employees are expected to fall within the “Excellent” category, eligible for a bonus multiplier of 115 per cent. This new system will also streamline the review process to two cycles per year, significantly reducing the time dedicated to employee feedback.

Nevertheless, the revised framework creates a more competitive environment, with heightened importance placed on performance ratings. Moving forward, the emphasis on “AI-driven impact” will play a crucial role in employee evaluations, marking a shift in workplace dynamics at Meta.

Long or Short, get news the way you like. No ads. No redirections. Download Newspin and Stay Alert, The CSR Journal Mobile app, for fast, crisp, clean updates!

App Store –  https://apps.apple.com/in/app/newspin/id6746449540 

Google Play Store – https://play.google.com/store/apps/details?id=com.inventifweb.newspin&pcampaignid=web_share