Question 1

How is this different from an employee rewards or points program?

Accepted Answer

Traditional rewards programs pay out regardless of results. Jolly rewards a specific outcome instead, like a passed inspection, a closed cleaning request, or a hire that sticks, so every dollar maps to performance you actually got. It’s measurable performance, not a perk.

Question 2

How do you improve cleaning quality and inspection scores?

Accepted Answer

Jolly gives every crew member a clear target and rewards the actions that lift quality, like passing inspections, closing cleaning requests, and avoiding callbacks. Targets are personalized by building and shift, so your weaker sites get the same accountability as your best ones.

Question 3

How do you reduce turnover among janitorial staff?

Accepted Answer

Turnover drops when your crew 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 crew, and you only pay when retention actually improves.

Question 4

How do you fill open shifts and cover absences?

Accepted Answer

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

Question 5

Can incentives speed up cleaning-request resolution?

Accepted Answer

Yes. Jolly rewards crew members for closing cleaning requests faster and hitting response-time targets, so service backlogs stop piling up. You reward the completion behaviors you need more of, and you only pay when the work is actually done.

Question 6

Can incentives drive crew referrals and hiring?

Accepted Answer

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

Question 7

Can it improve safety and training compliance?

Accepted Answer

Yes. The same model works on the behaviors that protect safety and your contracts, like passing safety checks, completing required training, and renewing certifications. You reward the actions that prevent incidents, and you only pay when they happen.

Question 8

Does it work across multiple buildings and contracts?

Accepted Answer

Yes. Jolly runs the same model across every building you service, and personalizes targets by site, shift, and contract. You get one lever to pull across the whole portfolio, with per-building visibility into what each campaign returns.

Question 9

Does it integrate with our inspection and scheduling systems?

Accepted Answer

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

Question 10

Do we really only pay when targets are hit?

Accepted Answer

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

Question 11

What happens to crew members who don’t hit their targets?

Accepted Answer

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

Incentivize your crew. Only pay for results.

General building services runs on hourly cleaning crews and tight contract margins.

A campaign for every janitorial and cleaning challenge.

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