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I wonder how you would address bias and intrusiveness such tools often have.

And also such tools imho just equip bad actors to whip the workforce into submission even more.

I'm thinking about only surfacing data when there is a huge gap between someone's performance and the average/median in a team.

I'd like to have metrics that would keep managers in check. I was thinking about adding team metrics, and attributing drops to the managers. Espetially now that I have data coming several teams from different companies, I can safely attribute that to managers when it deviates too much from the "global average".

Let me know if that makes sense.

How to judge someones performance without analyzing absolutely everything they do to most minute detail? What if someone has a great idea they share near water cooler that doubles company's profit but they haven't committed code as much as the next average person in the company? What is someone is a great team player helps the team and is always there to resolves someones blockers? Is this captured by metrics?

I think a tool providing constructive feedback and offers suggestions on how to improve performance in specific areas focusing on technical metrics (code quality, quantity, code churn) might be useful too, with less potential for misuse.

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