Incentivize your yard crews. Only pay for results.

It is a program that pays crews for hitting defined operational targets, like a route finished on time, a property closed out with no callback, or a new hire who stays through the season. Jolly runs these as campaigns tied to your real route data, so spend maps to output rather than a flat seasonal bonus.

A seasonal bonus pays out once, at the end of a season a crew member may not finish. Jolly pays throughout the season, tied to targets a crew actually controls, like route completion or a clean property with no callback, and reports what each campaign returned so you can see what is working.

Jolly runs productivity campaigns on the properties your crews finish per route, not on hours logged. Rewarding completed, callback-free stops moves the number that matters, instead of paying for a full day that still leaves properties on the board, and you only pay when the route actually closes out.

Yes. A late start out of the yard pushes every stop on the route behind it, so an on-time departure is one of the cleanest campaigns to run. Jolly rewards crews for rolling out on schedule rather than paying a flat attendance bonus, so the cost tracks the on-time mornings you actually gained.

Jolly incentivizes the finished job, not just the visit, so a mow line, an edge, or a cleanup that a property manager has to flag costs the crew the reward rather than costing you a second truck roll. Rewarding the clean close is usually cheaper than the callback it prevents.

Jolly runs retention campaigns through exactly that gap, rewarding crew members who stay on through the off-season lull or return for spring ramp-up, so a crew has a reason to come back to you instead of the contractor down the road. You only pay when they actually return.

Yes. Your own crew leaders know who is reliable, often from a prior season or a competitor's crew. Jolly reactivates referral programs by rewarding a crew member when a referral is hired and completes the season, and you only pay when a seasonal or H-2B role is actually filled and stays.

A crew leader who leaves takes years of property-specific knowledge with them: which gate code, which flower bed the client is particular about, which shortcut saves twenty minutes. Jolly runs retention campaigns aimed at your crew leaders specifically, rewarding tenure and route ownership, so that knowledge stays on staff.

By never rewarding a clean incident number. Jolly incentivizes the leading behaviors instead, like completed equipment checks, hydration and shade breaks logged on hot days, and hazards reported before they become a claim, so raising a problem earns a crew points rather than costing them.

Most likely, yes. Jolly's Data Agent connects to the systems you already use, including your routing, GPS, and scheduling software, and reads live performance from them. Campaigns run on your real route and property data, not on self-reported timesheets.

Yes. Each campaign has defined targets. When a crew hits theirs, points dispatch automatically. When they do not, nothing is paid, so your spend always maps to the routes, properties, and hires you actually got.

Nothing is deducted. Incentives are always upside. Crews earn more when they perform and there is no penalty when they do not, which keeps morale up through a long season without adding pressure that drives turnover.