Incentivize your servers. Only pay for results.

It is a program that pays servers for hitting defined operational targets, like a shift with every side-work item closed out, a week of accurate wait quotes, or a referral who stays. Jolly runs these as campaigns tied to your real restaurant data, so spend maps to output rather than to a flat monthly bonus.

A contest pays the top few and leaves everyone else with nothing to chase. Jolly ties the reward to a verified outcome every server can hit, and reports what each campaign returned, so you can see which incentives are working and switch off the ones that are not.

Tips price the guest interaction well and almost nothing else. They do not reliably pay for closing side work, logging an allergen check, quoting a wait honestly when the board is full, or bringing in a referral who stays. Jolly rewards the work that tips leave unpriced. It does not change your tip pooling or your wage structure.

Turnover concentrates in the first few weeks, before a new server has earned a good section or a regular following. Jolly runs retention campaigns that pay through exactly that window, so a new hire has earnings to point at while their sections improve, and you only pay when retention actually improves.

Yes, and the framing matters. Reward the behaviors guests welcome, like describing the special accurately or offering a dessert at the right moment, rather than raw dollar totals. Rewarding totals alone is what produces the reviews operators spend years undoing.

Jolly runs productivity campaigns on the numbers you already track, like time from seat to first order and from check drop to bussed. Rewarding the pace directly works better than pushing it in a pre-shift, and you only pay when the turn time actually drops.

Yes, and it is one of the cleanest campaigns to run because it is measurable. Reward quoted times that land close to actual times, not short quotes that get guests in the door and then strand them. Accurate quoting is what protects the guest score.

This is where full service loses the most unrewarded effort. Jolly can incentivize completed side work and closing checklists directly, so the work stops landing on whoever is most conscientious and starts being something everyone has a reason to finish.

Jolly can incentivize the exact behaviors that keep you compliant, like completing temperature logs, finishing opening checks, and recording allergen confirmations, turning compliance from an administrative chase into a rewarded habit.

Yes. Your own servers know the good ones in your market, often at the restaurant across the parking lot. Jolly reactivates dormant referral programs by rewarding staff when a referral is hired and stays. You only pay when a role is actually filled.

Yes. Targets are set per restaurant, so a high-volume location and a smaller one can run different campaigns at the same time. You see performance side by side and can tell which restaurants are moving and which need attention.

Every campaign reports a Return on Point Spend: the output it produced against what you spent on it. You can compare covers turned, check average, or referrals hired to the points paid out, and shut off anything that is not returning.

Most likely, yes. Your Data Agent connects to the systems you already run, like your POS, scheduling platform, and payroll system, and reads live performance from them. Campaigns run on real operational data, not self-reported numbers.

Yes. Each campaign has defined targets. When a server 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, and none of it touches tips or tip pooling. A server earns more when they perform and there is no penalty when they do not, which keeps trust in the program high without adding pressure to an already busy section.