Incentivize your caregivers. Only pay for results.

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

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

Jolly runs scheduling campaigns that reward caregivers for picking up open and hard-to-fill shifts, so coverage stops depending on agency and last-minute scrambling. You flag the shifts that matter most, and caregivers earn when they show up for them.

Yes. Jolly reactivates dormant referral programs by rewarding caregivers 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 caregiver clear targets and rewards the actions that keep the community on track, like on-time arrivals and completed care and service tasks. Targets are personalized by caregiver and community, so your underperforming sites get the same accountability as your best ones.

Jolly can incentivize the exact behaviors that keep you survey-ready, like completing care documentation on time, finishing service tasks, and keeping certifications current, turning compliance from a risk into a rewarded habit.

Jolly rewards the frontline behaviors that resident and family satisfaction depend on, like responsiveness and completed care, so experience scores rise where it counts. You set the targets, and you only pay when they are hit.

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