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, timely documentation, 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, on-call, 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 team, so your underperforming sites get the same accountability as your best ones.

Jolly can incentivize the exact behaviors that keep you compliant, like submitting documentation on time, completing face-to-face recertifications, and keeping care plans current, turning compliance from a risk into a rewarded habit.

Jolly rewards clinicians for following the plan of care as ordered, like timely symptom reassessment and comfort-care follow-up, not for the number of visits logged. You set the targets against what the plan calls for, and you only pay when clinicians hit them.

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.