Incentivize your tradespeople. Only pay for results.

It is a program that pays your electricians, plumbers, pipefitters, and fire protection techs for hitting defined operational targets, like a callback-free job, a clean first-pass inspection, or a punch list closed on time. Jolly runs these as campaigns tied to your real project data, so spend maps to output rather than a flat monthly bonus.

A completion bonus or a spiff pays out once a job is done or a unit is installed, regardless of whether the work holds up. Jolly rewards the outcome that actually protects your margin instead, like a callback-free job or a first-pass inspection, so the incentive tracks quality rather than paying the same amount whether the work comes back or not.

Yes. Every campaign reports a Return on Point Spend, so you see exactly what output it drove against what you paid out. You set the targets your crews need to hit, and points only get paid when the work actually clears the bar, not for showing up.

It does not try to fix a schedule that is not yours to set. Jolly runs on what your crew actually controls once the GC hands you a start date: callback rate, inspection pass rate, punch-list closeout, and mobilization readiness. Those are the levers that determine how the job goes for you, regardless of who set the calendar.

Jolly runs productivity campaigns that reward work that stays fixed the first time, like a job with zero warranty callbacks or a streak of clean rough-ins, rather than raw units installed. Rewarding speed alone is what produces the rework that erodes a subcontractor’s margin, so the target is durability, not volume.

Punch-list items are exactly the kind of unrewarded, unglamorous work that drags on past substantial completion. Jolly can incentivize items closed per week at project end, so closeout stops being whoever is left on the job and becomes something the whole crew has a reason to finish quickly.

Yes, and it is one of the cleanest campaigns to run because AHJ inspection results are already a hard pass/fail record. Jolly rewards rough-in and final inspections that pass on the first visit, which cuts the reschedule delays and reinspection costs that come from work sent up before it is ready.

Jolly can turn certification renewal from an administrative chase into a rewarded habit, incentivizing journeymen and apprentices to keep their licenses, OSHA cards, and trade certifications current before they lapse. A crew with expired paperwork can get pulled off a job site, so staying current protects both the worker and the project.

Jolly can reward the mobilization checks that prevent a wasted truck roll, like confirming prefab assemblies and material are staged and matched to the right crew before anyone shows up. A crew standing on site with no panel or pipe to install is paid labor producing nothing, and this is the lever that fixes it.

Journeymen are portable and every shop in the market is chasing the same short supply. Jolly runs retention campaigns that give a journeyman visible, near-term earnings tied to real output, on top of wage, so staying is worth more than answering the next recruiter call, and you only pay when retention actually improves.

Yes. The apprentice-to-journeyman path is a formal, hours-and-milestones ladder already, which makes it unusually easy to reward directly. Jolly can incentivize logged hours, milestone advancement, and time-to-journeyman, so progression stops depending on which apprentice happens to be pushy about their own advancement.

Yes. Your own journeymen know who is worth training in your market. Jolly reactivates dormant referral programs by rewarding a journeyman when a referred apprentice is hired and stays on the crew, so you only pay when a seat is actually filled.

Every campaign reports a Return on Point Spend: the output it produced against what you spent on it. You can compare callback rate, inspection pass rate, or punch-list closeout time to the points paid out, and shut off anything that is not returning.

Most likely, yes. Jolly's Data Agent connects to the systems you already use, including your project management, scheduling, and payroll platforms, and reads live performance from them. Campaigns run on your real project data, not self-reported numbers.

Nothing is deducted. Incentives are always upside. A journeyman or apprentice earns more when a job clears the bar, and there’s no penalty when it doesn’t. The program never touches wage, license, or standing on the crew, so raising your hand on a problem never costs you anything.