Incentivize your clinicians. Only pay for results.

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

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

Jolly runs scheduling campaigns that reward clinicians for picking up open and hard-to-fill visits, so coverage stops depending on your coordinators calling around. You flag the visits that matter most, and clinicians earn when they show up for them.

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

Jolly gives every clinician clear targets and rewards the actions that keep visits on track, like on-time arrivals and completed care plans. Targets are personalized by clinician and branch, so your underperforming sites get the same accountability as your best ones.

Jolly can incentivize the exact behaviors that keep you billable, like submitting OASIS and visit notes on time, completing documentation, and keeping orders current, turning compliance from a billing risk into a rewarded habit.

Jolly rewards clinicians for delivering the authorized visits that would otherwise go uncompleted, so more of every episode turns into billable, reimbursed care. You set the utilization targets, and you only pay when they are met.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, like your EHR, scheduling software, and HR system, 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 clinician 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. Clinicians earn more when they perform and there’s no penalty when they don’t, which keeps engagement high without adding pressure that drives turnover.