Incentivize your line crews. Only pay for results.

It is a program that pays field crews for hitting defined operational targets, like a first-time fix, a completed inspection, or an answered storm callout. Jolly runs these as campaigns tied to your work management data, so spend maps to output rather than to a blanket allowance.

Traditional rewards programs pay out regardless of results. Jolly rewards a specific outcome instead, like a closed work order, a current certification, or a hire that stays, so every dollar maps to performance you actually got. It is measurable performance, not a perk.

Yes, and safety is usually the first campaign worth running because an incident costs more than any productivity gain returns. Jolly rewards the leading behaviors, like completed briefings and logged inspections, so crews earn for the habits that prevent events rather than being asked to report fewer of them.

Jolly runs productivity campaigns on the numbers your work management system already reports, rewarding closed work orders that do not generate a repeat visit. Rewarding the fix that holds is more effective than rewarding trips completed, and you only pay when the rate actually moves.

Jolly runs scheduling campaigns that reward crews for answering callouts and covering restoration shifts, with the reward weighted toward the hours nobody volunteers for. Coverage stops depending on the same handful of people saying yes every time.

Turnover drops when crews can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the behaviors keeping experienced crews on staff, and you only pay when retention actually improves.

Yes. Apprenticeship attrition is expensive because the investment is already sunk. Jolly rewards progress milestones through the program, so apprentices have a reason to stay through the stretch where most of them leave.

Jolly can incentivize the exact behaviors that keep you compliant, like completing inspections on schedule, filing field documentation the same day, and keeping certifications current, turning regulatory work from a reporting risk into a rewarded habit.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, including your work and asset management platform, scheduling, and HR system, and reads live performance from them. Campaigns run on your real operational data, not self-reported numbers.

Yes. Targets are set per district, so a dense urban territory and a rural one can run different campaigns at the same time. You see performance side by side and can tell which areas are moving and which need attention.

Yes. Each campaign has defined targets. When a crew member hits theirs, points dispatch automatically. When they do not, nothing is paid, so your spend always maps to results you actually got.

Nothing is deducted. Incentives are always upside. Crews earn more when they perform and there is no penalty when they do not, which matters especially in safety campaigns, where a downside would push people to underreport.