Incentivize your client sites. Only pay for results.

It is a program that pays your contract site associates for hitting the operational targets your client contract actually depends on, like SLA attainment, cost-to-serve, or a peak-season shift fully staffed. Jolly runs these as campaigns tied to your real site data, so spend maps to the outcomes your client is measuring, not a flat monthly bonus.

A rewards program pays out regardless of results. Jolly rewards a specific outcome instead, like an SLA hit, a shift covered, or a hire that stays through peak, so every dollar maps to performance you actually got at that site. It is measurable performance, not a perk.

Jolly sets a target per site, per client, and rewards the associates whose work actually drives that number, so attainment is not something you find out about at the QBR. Targets stay specific to each client, so a site running two different contracts can chase two different standards at once.

Jolly runs ramp campaigns that reward the milestones between a first day and full productivity, so a seasonal hire has something to earn while they are still learning the client's standard, not just once they hit it. You only pay as ramp speed actually improves.

Cost-to-serve moves with labor efficiency and turnover, both of which incentives affect directly. Jolly rewards the productivity and retention behaviors that keep a site running inside its contracted rate, and reports the return on every campaign, so you can see which ones are actually protecting your margin.

Jolly runs scheduling campaigns that reward associates for picking up peak shifts, and separate retention campaigns that pay through the weeks right after peak ends, which is exactly when seasonal staff walk. You only pay when a shift gets covered or a hire actually stays.

Wage parity means turnover has to be won on something other than the hourly rate. Jolly gives associates a way to earn more at your site specifically, tied to the performance that matters to your client, so staying has a reason attached to it beyond what's posted at the site next door.

Yes. Your own associates usually know good candidates before a job posting ever goes up. Jolly reactivates dormant referral programs by rewarding associates when a referral is hired and stays through ramp, and it runs the same way across every site you operate. You only pay when a role is actually filled.

Jolly runs a separate campaign per site against that site's own client standard, so a site running Client A's SLA and a site running Client B's SLA are each measured on the right target, not a companywide average that flatters one and hides the other. You see every site's real number side by side.

Yes. Every campaign reports a Return on Point Spend against real operational data, so the SLA, productivity, and retention numbers you bring to a client business review are already tracked and current instead of assembled by hand the week before the meeting.

Yes. Each campaign has defined, per-site targets. When an associate hits theirs, points dispatch automatically. When they do not, nothing is paid, so your spend always maps to results you actually got at that client site.

Yes. Targets are set per site and per client contract, so a fulfillment site running one client's SLA and a transport site running another's can operate different campaigns at the same time under one program. You see performance side by side across every contract you run.

Nothing is deducted. Base pay is untouched either way. Incentives are always upside, so an associate earns more on top of their wage when they hit a target and there’s no penalty when they don’t, which matters most at a wage-parity site where the hourly rate alone is not why someone stays.