Systems that try to get too “objective” fail to recognize this as most KPIs are on direct outcomes that are easy to measure, though often less important.
No joke I once worked at a company with multi-category numeric ratings that then rolled up to a total rating score that had 2 decimal places of precision.
To that boss’ credit, the text feedback was actually useful, but the numeric scores were comical.
Another issue is that often effort is the only lever one has in providing value as what tasks you are assigned constrains potential value output.Hypothetically, If my boss assigns me a stupid project destined to failure and tells me to shut up when I push back I'm really not going to get much value regardless of how much effort I put in... unless I was wrong in my assesment which is admittedly possible. Good management I suppose would then use effort as a proxy to try to find projects with potential to match one's effort.