Incentivize your associates. Only pay for results.

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

Turnover drops when associates can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the behaviors that keep good associates engaged, and you only pay when retention actually improves.

Give them a clear target and a reason to hit it. Jolly reads your POS data and rewards higher attach rates, stronger conversion, and the daily floor actions that drive sales, store by store and shift by shift.

Jolly runs scheduling campaigns that reward associates 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 associates earn when they show up for them.

Yes. Jolly reactivates dormant referral programs by rewarding associates when a referral is hired and sticks, and it helps you staff seasonal peaks faster. You only pay when a role is actually filled.

Jolly gives every associate a clear daily target and rewards the actions that drive output, then personalizes those targets by store and shift. Your underperforming locations get the same goals and accountability as your best ones.

Yes. The same model works on the behaviors that protect margin, like completing safety and loss-prevention training or following the procedures that curb shrink. 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, HRIS, and scheduling tools, 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 associate 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. Associates earn more when they perform and there’s no penalty when they don’t, which keeps engagement high without adding pressure that drives turnover.