Incentivize your care teams. Only pay for results.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.