my current place uses DX and it's well received, if done transparently and for the right reasons. there's a lot of very interesting research in these areas (e.g. EngThrive) where the focus is on measuring things that if gamed result in better outcomes

there's strong correlation when onboarding an engineer between the time to first/tenth/fiftieith PR and their PR throughput two years later, so the answer is make it really easy to do PRs when onboarding, and they saw the same outcome even if those initial PRs were trivial

through DORA/SPACE/DevEx they also found that asking your engineers if they feel productive is generally as useful and reliable than trying to measure every possible dimension - which is why DX is based largely around the survey with subjective responses. if you actually use those responses to address friction and frustration, from my experience you end up with more, better, easier work getting done

it's possible to work in a team that cares about measuring their effectiveness, and using those measurements to understand how to be more effective. most/all engineers will have an idea of how they could improve their work, but the reality when you actually spend time to measure often shows a lot of different things you might not have been aware of