Something akin to productivity measurement isn't completely useless, but it should only ever be used: a) to identify and address systematic problems, as opposed

Something akin to productivity measurement isn't completely useless, but it should only ever be used: a) to identify and address systematic problems, as opposed to scrutinizing individual performance; and b) in rare cases to identify extreme outliers - but managers should be aware enough of what their employees are doing to know who those people are already. Unfortunately, that kind of approach doesn't lend itself to a productivity measurement team seeking a high profile for its activities. Nor does ostensibly objective, non-punitive measurement stay that way - it's just too tempting for managers to use it as a stick. I've been working on different projects for the past couple of years, and frankly I'm glad to be out of the productivity game.