Question 1

How is this different from an employee rewards or points program?

Accepted Answer

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.

Question 2

How do you reduce CNA and nurse turnover in skilled nursing?

Accepted Answer

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.

Question 3

How do you fill open shifts and cut agency spend?

Accepted Answer

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.

Question 4

Can incentives drive staff referrals and hiring?

Accepted Answer

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.

Question 5

How do you keep staff on time and on task?

Accepted Answer

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.

Question 6

How do you keep MDS, documentation, and survey readiness on track?

Accepted Answer

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.

Question 7

How do you improve quality measures and staffing ratios?

Accepted Answer

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.

Question 8

Does it integrate with our EHR and scheduling systems?

Accepted Answer

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.

Question 9

Do we really only pay when targets are hit?

Accepted Answer

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.

Question 10

What happens to staff who don’t hit their targets?

Accepted Answer

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.

Incentivize your nursing staff. Only pay for results.

Skilled nursing runs on hourly staff and tight margins.

A campaign for every skilled nursing challenge.

Scheduling

Skilled Nursing FAQ

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