How do you think adults learn not to bring their personal shit into the workplace? School is *supposed to* teach them all of those soft skills like communication and being on time and not discussing personal shit while you're working. Of course it's failing, but we should set aside a space in schools for kids to talk about their home and their problems outside the normal classroom environment anyway. Isn't that what counselors should be there for?
On-topic: Honestly, I didn't like report cards when I was in school and I still don't like them now, and I think that offering real rewards (like "Hey, our office/branch/store gets more money to spend on cool stuff to do with you guys if you do your jobs well (as measured by total $$ brought in, and not any single person's performance)", and "We're gonna offer you stock options and bonuses for every year you're with us", and "Here's a discount on your medical benefits for not getting into a work-related accident!") is a much better motivator than some arbitrary system of scorecards and points.
My last job actually called them scorecards, and the metrics they measured caused bad employee behavior and were in part out of the direct control of employees, which pretty well killed morale - why even try, if you can't win? They'd fire anyone whose scorecard was chronically low, without any consideration toward reasons or whether they could replace the employee (when I left the number of open positions was in the double digits and growing, and new hires stayed less than a month). Then they added an attendance point system, which punished employees for being late or calling off even with medical reasons (a death in the family on a Saturday cost you 2 points just like a hung-over call-off would) while giving one point/month if you weren't late at all. The reward? NOTHING. You got more points, but they capped you at 15 and the full-timers started with 12 anyway. You couldn't trade them in for paid vacation days or a free no-questions-asked day off or to leave early, and calling off remained the same regardless of points - "oh, you can't come in now? Can you come in in two hours?". The points were literally shiny gold stars. They looked good but did nothing. The firings that were supposed to happen when you hit 0 points didn't happen for months after the system was implemented either, and then it only happened if you had 0 points and were also a problem for your managers in some other way.
It's entirely possible that the scorecards and attendance points could have been managed better and maybe they could have been useful and encouraging but my experience tells me that upper management wouldn't ever want to put the work into that kind of system in order to get good results and that this is probably true for a lot of companies. And considering that games engage us not because of points/coins/rupees/stars but because of what rewards we can buy with those points/coins/rupees/stars.... I'd say the second most important part of "gamifying" your workplace, behind making sure you're measuring actual performance and not loophole-finding, is setting rewards that will encourage participants. And that's gonna cost the company something - free sick days, beach volleyball parties, whatever. From management's view, the challenge is to figure out what is most rewarding to the employees below without costing the company more than the expected increase in productivity will cover. Unfortunately that cuts out a lot of ideal rewards like merit raises, but how much does an extra paid day off cost if you expect a happier, well-rested employee to be more productive the rest of the week?