I think being overly measured in a job makes a job about maximizing the metrics at any cost. And a lot of people will cave into that pressure and take shortcuts in areas that are not measured in order to maximise their measured performance.

For example over estimating, less testing, less documentation if the metrics is about meeting estimates.

Whereas without the metrics they might just do what they think is best given their experience in any given situation.

There is never going to be zero metrics, as managers need to know where the money and time is being spent, but I prefer things on the lighter side.

Also, you're clearly laying out metrics: communication ability and timeliness. They're just somewhat generic metrics.

Basically, this promotes a system where metrics are given by how your peers and managers feel about you.

Perhaps while our metrics aren't perfectly capable of predicting how good a worker will turn out or judging it's progress, we shouldn't rely too much on them in place of peer judgement.

But indeed let's not fool ourselves that coworker judgement is perfect. It needlessly introduces a whole body of biases, unnecessary politics, and social engineering that can be as bad if not worse than a metric-only system, which at least are objective.