I have a good book on the subject: Measuring and Managing Performance in Organizations. The TL;DR version is that any job worth doing has some hard to measure

I have a good book on the subject: Measuring and Managing Performance in Organizations. The TL;DR version is that any job worth doing has some hard to measure components, so the best you will get using measures as incentives is to lag in the hard to measure parts. So the recommendation is not to stop measuring, but to make individual measurements invisible to management, and be just tools that people can use to improve their own performance. If your team is doing far worse than average in a measurement that you all find important, you will work on it anyway.