It's fine to "consider" these so as long as they do not impact the performance review process. Because if they do impact it, people are going to game them, and

It's fine to "consider" these so as long as they do not impact the performance review process. Because if they do impact it, people are going to game them, and they'll become exceedingly efficient at it. Want more PRs? You'll see dozens of PRs a day. Want more reviews? Get ready for bullshit PRs "reviewed" by the dozen. Want more LOCs? Get ready for massive vertical whitespace and detached curly braces. But really, as a (former) manager this is trying to solve a problem that does not exist. As a manager I'm intimately aware who my most productive reports are. I know what they do, what they worked on last week (I monitor their PRs), when they work, how much bandwidth they currently have, whether they need to take a bit of a break after a tough string of PRs and work on something fun, whether they're stuck and need to be redirected to something else, etc, etc. I call this "management". Managers should actually try to do their jobs. There's never any ambiguity about who sucks and who doesn't, and you can try to bullshit me, and it might even _appear_ to you that your BS works, but in the end I know who's who.