I like this approach but I’d link it more directly to pay. In my days at Orange everyone’s bonus calculation included a measure of the overall customer satisfaction. That meant a focus on making sure customer-facing issues received maximum attention…:
[…] The dashboard, known as the executive scorecard, provides every executive within Walmart with a real-time overview of how they’re performing.
They’re given a grade — A, B, C, D, and F — and ranked against other executives.
They have items to action and as Hixson explained, they’re eager to make sure they don’t drop to the bottom.