Incentivize your floor teams. 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 worker a clear daily target and rewards the actions that drive throughput, like units picked and orders processed. Targets are personalized by facility and shift, so your weaker sites get the same accountability as your best ones.

Turnover drops when workers 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 workers 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 workers earn when they show up for them.

Yes. Jolly reactivates dormant referral programs by rewarding workers when a referral is hired and stays, and it helps you staff peak season faster. You only pay when a role is actually filled.

Yes. The same model works on the behaviors that keep your operation safe, like following safety procedures and completing required training. You reward the actions that prevent incidents and downtime, and you only pay when they happen.

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