Incentivize your hospital staff. Only pay for results.

It is a program that pays your staff for hitting defined operational targets, like covering an open shift, completing charting on time, or referring a nurse who stays. Jolly runs these as campaigns tied to your real data, so spend maps to output rather than to attendance at a recognition event.

Traditional rewards programs pay out regardless of results. Jolly rewards a specific outcome instead, like a filled night shift, a completed competency, or a hire that sticks, so every dollar maps to performance you actually got. It is measurable performance, not a perk.

Jolly runs scheduling campaigns that reward your own nurses for picking up the open and hard-to-fill shifts first. You flag the units and times that matter most, staff earn when they cover them, and the agency premium becomes the fallback rather than the default.

Turnover drops when staff can see their goals and earn real rewards for hitting them. Jolly runs retention campaigns that reward the behaviors keeping good nurses on the unit, particularly through the first year, and you only pay when retention actually improves.

Yes. Your own clinicians know who is worth hiring. Jolly reactivates dormant referral programs by rewarding staff when a referral is hired and stays, usually your fastest and lowest-cost source of nurses. You only pay when a role is actually filled.

Jolly runs productivity campaigns on the specific beats that move throughput, like discharge orders completed before noon and timely handoffs. Targets are set per unit, so the floors that struggle get the same clear goals and rewards as the ones already performing.

Jolly can incentivize the exact behaviors that keep you survey-ready, like completing competencies, finishing charting inside the shift, and keeping licenses current. Compliance stops being a chase and becomes a rewarded habit your staff have a reason to keep.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, including your EHR, scheduling platform, 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 unit and per facility, so a med-surg floor and an emergency department can run different campaigns at the same time. You see performance side by side and can tell which sites are moving and which need attention.

Every campaign reports a Return on Point Spend: the output it produced against what you spent on it. You can compare shifts covered, hours of agency avoided, or referrals hired to the points paid out, and shut off anything that is not returning.

Yes. Each campaign has defined targets. When a staff 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. Staff earn more when they perform and there is no penalty when they do not, which keeps engagement high without adding pressure to units that are already stretched.