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 filled shift, a completed credential, or a hire that stays, so every dollar maps to performance you actually got. It’s measurable performance, not a perk.

Question 2

How do you reduce nurse and staff turnover and agency spend?

Accepted Answer

Turnover drops when staff can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the behaviors that keep nurses and aides on staff, and you only pay when retention actually improves, which cuts your reliance on agency and travel labor.

Question 3

How do you fill open shifts and cover callouts?

Accepted Answer

Jolly runs scheduling campaigns that reward staff for picking up open and hard-to-fill shifts, so coverage stops leaning on agency and travel labor. You flag the shifts that matter most, and staff earn when they show up for them.

Question 4

Can incentives drive staff referrals and hiring?

Accepted Answer

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

Question 5

How does this work with compliance and survey readiness?

Accepted Answer

Jolly can incentivize the behaviors that keep you survey-ready, like completing documentation on time, finishing required training, and keeping credentials current, turning compliance from an audit risk into a rewarded habit.

Question 6

How do you keep staff on time and on task?

Accepted Answer

Jolly gives staff clear targets and rewards the actions that keep your units running, like on-time arrivals and completed documentation. Targets are personalized by unit and site, so your weaker locations get the same accountability as your best ones.

Question 7

How do you handle census swings across facilities?

Accepted Answer

Targets are set per facility and adjust to volume, so a unit running full and a unit running light both get goals that fit that week. Staff are never chasing a number their actual census could not support, and you can compare performance across sites fairly even as census shifts.

Question 8

Does it integrate with our EHR, scheduling, and HR systems?

Accepted Answer

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

Question 9

Do we really only pay when targets are hit?

Accepted Answer

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

Question 10

What happens to staff who don’t hit their targets?

Accepted Answer

Nothing is deducted. Incentives are always upside. Staff earn 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 care teams. Only pay for results.

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