Incentivize your line teams. Only pay for results.

It is a program that pays production teams for hitting defined operational targets, like a shift held at takt, a station that runs clean, or a referral who stays past their first ninety days. Jolly runs these as campaigns tied to your real plant data, so spend maps to output rather than to a flat attendance bonus.

Profit sharing pays out once a year on a number nobody on the line can see themselves moving. Jolly rewards a specific outcome instead, like a completed safety check or a shift covered on short notice, and it pays close to the moment the work happens. It is measurable performance, not a year-end lump sum.

Jolly runs productivity campaigns that reward the stations holding their own quality numbers, not just the plant average. You set the target per station or per line, and operators can see exactly what earns, which is what turns a quality target into something people work toward rather than something reported at them.

Yes, when you reward the behavior rather than the silence. Jolly incentivizes the leading work that keeps a line running, like completed pre-shift checks and issues flagged early, so nobody is ever rewarded for holding a problem back. Campaigns are built to make raising an issue the paid behavior.

Turnover drops when operators can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the milestones where people usually walk, like the first thirty and ninety days, and you only pay when retention actually improves.

Jolly runs scheduling campaigns that reward operators for picking up the shifts that are hardest to cover, so coverage stops depending on a supervisor calling down the list. You flag the shifts that matter most, and operators earn when they show up for them.

Yes, and it is where the difference shows up fastest. During a ramp your targets change week to week, so Jolly lets you retarget a campaign without rebuilding it. You can reward the specific stations that are behind the curve this week and move the campaign as the ramp progresses.

Incentives are always upside, and nothing is ever deducted from base pay, so a campaign sits on top of the agreement rather than inside it. Anything that touches wages, hours, or work rules belongs at the bargaining table, and Jolly is designed to be run within whatever your agreement already permits. Operators talk to their representatives, not to us.

By never rewarding a low incident count. Jolly incentivizes the leading behaviors instead, like completed checks, finished training, and hazards reported, so raising a problem earns rather than costs. Paying for a clean incident number is the design mistake that makes plants less safe, and we avoid it deliberately.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, including your MES, scheduling software, and HR system, and reads live performance from them. Campaigns run on your real production data, not self-reported numbers.

Yes. Targets are set per plant, so a mature line and one still ramping can run different campaigns at the same time. You see performance side by side and can tell which plants are moving and which need attention.

Yes. Each campaign has defined targets. When an operator hits theirs, points dispatch automatically. When they do not, nothing is paid, so your spend always maps to results you actually got.

Nothing is deducted. Incentives are always upside. Operators earn more when they perform and there is no penalty when they do not, which keeps engagement high without adding pressure that drives turnover.