Um, no, now you are playing the wrong game. See, we have two ends to optimize the system and we have to choose one. Either the system encourages the most talen

Um, no, now you are playing the wrong game. See, we have two ends to optimize the system and we have to choose one. Either the system encourages the most talented to thrive or it's designed for mediocre individual performance where the worst performers are kicked out. In the former high performers thrive while in the latter the best we get is guaranteed non-zero output. There is a beautiful dualism in rewarding and measuring. It's actually quite hard to invent good measures for creative work, so whatever measure you come up with probably does not measure what you want it to measure. The second problem is from intrinsic versus extrinsic motivators. Extrinsic motivators like pay rises or the risk of losing ones job work fine only if the task is simple and mappable to linear performance - like, say, logging. For any creative efforts extrinsic motivators kill performance. Thus, it's very hard to measure creative work, and even if you could, you would not really want to use that data for anything because that would kill performance.