Incentivize your plant floor. Only pay for results.

Traditional rewards programs pay out regardless of results. Jolly rewards a specific outcome instead, like higher line output, a filled shift, or a hire that sticks, so every dollar maps to performance you actually got. It’s measurable performance, not a perk.

Jolly gives every team clear targets and rewards the actions that lift output, like hitting line rates and reducing scrap. Targets are personalized by plant and shift, so your weaker facilities get the same accountability as your best ones.

Turnover drops when workers can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the behaviors that keep good people on the floor, and you only pay when retention actually improves.

Jolly runs scheduling campaigns that reward workers for picking up open and hard-to-fill shifts, so coverage stops depending on supervisors calling around. You flag the shifts that matter most, and workers earn when they show up for them.

Yes. Jolly reactivates dormant referral programs by rewarding workers when a referral is hired and stays, often your fastest and lowest-cost source of new hires. You only pay when a role is actually filled.

Yes. The same model works on the behaviors that protect your product and your audits, like completing food-safety and sanitation steps and following the procedures that keep you compliant. You reward the actions you want more of, and you only pay when they happen.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, like your MES, ERP, time-and-attendance, and food-safety and quality systems, and reads live performance from them. Campaigns run on your real operational data, not self-reported numbers.

Yes. Each campaign has defined targets. When a worker hits theirs, points dispatch automatically. When they don’t, nothing is paid, so your spend always maps to results you actually got.

Nothing is deducted. Incentives are always upside. Workers earn more when they perform and there’s no penalty when they don’t, which keeps engagement high without adding pressure that drives turnover.