Incentivize your nursing staff. Only pay for results.

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

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

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

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

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

Jolly rewards the frontline behaviors your quality measures and PBJ staffing depend on, so more shifts are covered by your own team and quality holds. 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 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 an employee 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. Staff earn more when they perform and there’s no penalty when they don’t, which keeps engagement high without adding pressure that drives turnover.