Incentivize your operators. Only pay for results.

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

Jolly gives every operator a clear target and rewards the actions that lift output, like hitting throughput goals and reducing scrap and rework. Targets are personalized by plant and shift, so your weaker facilities get the same accountability as your best ones.

Turnover drops when operators 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 floor, and you only pay when retention actually improves.

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

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

Yes. The same model works on the behaviors that protect safety and quality, like following procedures, completing required training, and hitting quality checks. You reward the actions that prevent incidents and rework, and you only pay when they happen.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, like your MES, ERP, and time-and-attendance 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 an operator 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. Operators earn more when they perform and there’s no penalty when they don’t, which keeps engagement high without adding pressure that drives turnover.