Are these kinds of things actually good for corporate culture?
And must surely lead to groupthink and conformity. The consequences of disagreeing might be at the end of the quarter a manager is looking at your low score and wondering if you should be cut.
Any company looking to adopt this should only do so after carefully looking at high quality peer reviewed studies on the outcomes of this kind of social credit system.
I would suggest that most companies should be very careful about introducing peer bonuses, let alone something like this.
I would also suggest that much of the benefits of this product (increased recognition) could come from a combination of: thumbs-up or similar reactions to Slack messages, a channel to call out nice things people did (we have #values where we call out people living our company values), and a space for these deeds to be recognised such as at company all-hands meetings (we have a "thank yous and well dones" section in ours each week).