Incentivize your team. Only pay for results.

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

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

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 good people on your team, and you only pay when retention actually improves.

Yes. Jolly reads your data and rewards the guest-facing behaviors that drive revenue, like upgrades, add-ons, and amenity or menu sales. You reward the outcomes that show up on the check, and you only pay when they do.

Yes. Jolly reactivates dormant referral programs by rewarding staff 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.

Jolly gives every team member clear targets and rewards the actions that keep service on standard, like hitting speed and guest-satisfaction goals. Targets are personalized by location and shift, so your weaker locations get the same accountability as your best ones.

Yes. The same model works on the behaviors that protect your brand, like completing safety and brand-standard training and following the procedures guests notice. 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 POS or property-management, 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.