Incentivize your service teams. Only pay for results.

A service center incentive program pays techs, mobile techs and service advisors in points for hitting targets your service team already tracks. Two examples are a repair closed inside its target time and a month with no repeat visits. Jolly runs these programs as campaigns on live data from your service systems. You only pay when a target is hit.

Because hourly pay is the same whether a repair closes today or next week. It doesn’t pay a tech anything extra for fixing the fault on the first visit, or for finishing their training on time. Jolly’s campaigns pay for those, on top of hourly pay and never in place of it.

Each Jolly campaign pays points on one target. A service center bonus often pays on several numbers at once, over a month or a quarter. Each campaign also reports its Return on Point Spend: the incremental profit from its one target, divided by the cost of the points it paid. Your pay plans stay as they are. The campaigns run alongside them.

Run a team campaign on repairs closed per week. Only repairs that pass your final check count. When a service center beats its weekly target, everyone there earns. That includes techs, service advisors and parts staff. A repair can stall at check-in, diagnosis, parts or the final check. A different person owns each one. With the whole team paid on one number, a service advisor gains when a tech closes a repair on time. Each repair closed sooner frees a bay for the next appointment.

Yes. Jolly pays when a repair passes your final check and the vehicle doesn’t come back for the same fault within the period you set. An hourly tech is paid the same for a repeat visit as for a new repair. With points paid on a fix that holds, the tech who confirms the fix before closing the repair order earns more.

Yes. Mobile techs earn for each job finished on the first visit. That means checking the diagnosis and loading the right parts before the van leaves. The parts staff who load the van can earn on the same target. You set targets for each mobile team, separate from the targets in your service centers.

Pay techs at the tenure milestones you set, like month three, six and twelve. Jolly’s retention campaigns dispatch points to each tech who reaches a milestone. A tech who leaves before the next one earns nothing more.

Yes. Your techs know good techs at independent shops and other brands. Jolly pays a tech when someone they referred is hired and stays past the milestone you set. If the person isn’t hired, or leaves before that milestone, no points are paid.

Yes. Jolly pays techs for finishing assigned high-voltage safety and model training before the deadline. Renewing a certification before it lapses can earn points too. Jolly reads both from your training records.

Jolly’s scheduling campaigns pay techs for covering the Saturday and late shifts you post. You choose which shifts count. When a backlog builds, you can post more of those shifts and pay more points for each one.

Most likely, yes. Jolly’s Data Agent connects to your service and repair-order platform. It also connects to your scheduling tool and your HR and payroll systems. If you built your service platform in-house, your engineers can send the same data to the Jolly API. Campaigns pay on the repair orders, training records and hours those systems already hold.

Yes. You set targets for each service center and each mobile team. A new center and an established one can run different campaigns at the same time. You see every center’s campaign results and Return on Point Spend side by side.

Jolly reads your service data and sends points automatically when a tech hits a target. Other points programs aren’t tied to the work, or they wait for a manager to send points by hand. Jolly is a benefit for your techs and for your business. It runs alongside the benefits you already offer.

Every campaign reports its Return on Point Spend (ROPS): the incremental profit it produced divided by the cost of the points it paid out. You can switch off any campaign that falls short of the return you set for it.

Yes. Points only go out when a tech or a team hits a defined target. They’re dispatched automatically, and a missed target pays nothing.

Nothing is deducted. Incentives are always upside. A tech who misses a target keeps their full hourly pay.