JPMorgan Chase is now giving its employees the option to use an in‑house chatbot to help author their year‑end performance evaluations. According to reporting from Morning Brew, the bank says the AI tool aims to streamline the review process, but emphasizes that managers still retain full responsibility for the final submission.
The move comes amid JPMorgan’s significant AI push — the company has invested around $2 billion annually in AI and claims the technology has already “paid for itself.”
According to Business Insider, AI tools have the potential to trim writing time by roughly 40 percent, freeing managers from spending an hour or more drafting goals and feedback, down to an estimated 24 minutes.
Beyond efficiency, JPMorgan touts a second benefit: greater consistency. AI‑generated reviews can help standardize feedback and reduce perceptions of favoritism or bias. However, the bank is clear that the AI should not be used for salary decisions or as a substitute for human judgement — employees must sign off on what is submitted.
For the broader omnichannel retail and corporate ecosystem, this development offers a noteworthy case study. As large organizations such as JPMorgan harness AI for traditionally human‑intensive tasks, expectations around performance feedback, talent review workflows, and the employee experience may reset.
Firms in retail, logistics or supply‑chain operations — including those supporting or partnering with major omnichannel players — may face rising pressure to adopt similar tools to enhance scalability and consistency in HR processes.
It also raises questions about governance, transparency and ethical use of AI in people‑operations. As JPMorgan moves forward, industry observers will be watching closely: both to gauge efficiency gains and to monitor how employees respond when a machine‑generated draft enters the performance‑review lifecycle.
