Most definitely, it would be difficult to come up with metrics for developers that both rewarded the right behavior and were not game-able. The "ideal" I proposed is probably unachievable.

For instance, I once had "customers repeat app usage" as a KPI. This aligned with the company's goals for this mobile app, but resulted in pressure to add "dark patterns" and product features that annoyed people into launching the app. If the metrics are simple and naive, you're going to get employee behavior that has unintended consequences.

That said, I'd still argue that any steps taken to make one's performance goals more transparent and _measurable_ are steps taken in the right direction. If I knew what those magical "right" metrics were, I'd go into business tomorrow an HR consultant.

Things like this is why I dislike anti-discrimination laws, originally designed for manual labor type jobs.