Question 1

How is this different from an employee rewards or points program?

Accepted Answer

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.

Question 2

How do you improve throughput across facilities?

Accepted Answer

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.

Question 3

How do you reduce warehouse turnover?

Accepted Answer

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.

Question 4

How do you fill open shifts and cover absences?

Accepted Answer

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.

Question 5

Can incentives drive referrals and peak-season hiring?

Accepted Answer

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.

Question 6

Can it reduce safety incidents?

Accepted Answer

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.

Question 7

Does it integrate with our WMS, time, and HR systems?

Accepted Answer

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.

Question 8

Do we really only pay when targets are hit?

Accepted Answer

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.

Question 9

What happens to workers who don’t hit their targets?

Accepted Answer

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.

Incentivize your floor teams. Only pay for results.

Warehouses run on an hourly workforce with thin margins.

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