Depending on the nature of the employee’s role, looking at hard metrics gathered from the systems the employee works in seems like something every line manager already does. One could argue that a system capable of essentially automating part of the manager’s job is a net positive and could increase productivity and possibly even fairness in evaluating some aspects of performance.
But at most, this should be supplemental information considered in a proper evaluation process, not the sole source.
Things quickly go south when they start to involve “softer” signals like email activity.
And further still that the direct outcome was immediate termination and not some kind of performance improvement period.
Perhaps this last part is not present in the Russian workplace, I’m not familiar.
I can’t help but feel like this is a real life slippery slope that came fully to fruition.