Incentivize your officers. Only pay for results.

Traditional rewards programs pay out regardless of results. Jolly rewards a specific outcome instead, like a covered post, a completed patrol, 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 officers for picking up open, overnight, and hard-to-fill posts, so coverage stops depending on supervisors calling around. You flag the posts that matter most, and officers earn when they show up for them.

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

Yes. Jolly rewards the actions that protect your contracts, like renewing guard cards, finishing required training, and passing post inspections. You reward the compliance behaviors you need more of, and you only pay when they happen.

Jolly gives every officer a clear target and rewards the daily actions that matter, like completing patrol tours, scanning checkpoints, and filing incident reports on time. Targets are personalized by site and shift, so your weaker posts get the same accountability as your best ones.

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

Yes. Jolly runs the same model across every site you cover, and personalizes targets by post, shift, and contract. You get one lever to pull across the whole book of business, with per-site visibility into what each campaign returns.

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