a team health tool your managers will actually use
the hardest part of any people-ops initiative is adoption. jollygig is designed so managers want to use it — not so you can mandate it.
you've probably rolled out a pulse-survey tool before. it worked for a quarter, then response rates dipped, then a manager stopped sharing results in team meetings, then everyone quietly agreed it wasn't worth the trouble.
the usual culprits: too many questions, per-seat pricing that created an invite list instead of a whole team, or results that were interesting to look at but didn't tell anyone what to do. jollygig is built around the opposite of each of those.
why managers actually use it
three questions. runs once a week or once every two weeks. takes under two minutes per team member. the results come back as named patterns with action plans attached — not a number to interpret. managers get something actionable, not something to report upward.
and because the anonymity is structural — no user id stored with responses, minimum five respondents before anything is shown — team members actually answer honestly. honest responses give managers a real signal. real signals lead to real action. that's the adoption loop that works.
the per-seat problem
per-seat pricing makes people-ops teams ration invites. you buy licenses for ten and invite ten — not fifteen, not the contractor who's been on the team for eight months. the invite list becomes a policy decision, not a signal decision.
when you exclude people from the survey, the signal is already corrupted. you're not measuring team health; you're measuring the health of the people you chose to include. the full argument is in why per-seat pricing breaks pulse surveys.
jollygig is flat per team. invite everyone who works on the team. the signal improves when you do.
what people ops sees
on the starter tier, each manager sees their own team's patterns. on the growth tier ($129/month for up to 10 managers), people ops gets anonymous cross-team rollups — population-level patterns across multiple teams, with no way to identify which team or which person contributed a given response. the privacy model scales with your org structure.
there are no individual dashboards, no sentiment scores per employee, nothing that creates a surveillance layer. that matters when you're recommending a tool to managers who will have to explain it to their teams. the structural case is in can my manager see my survey answer?
rolling it out
each manager starts their own 30-day free trial — no credit card, no org-wide procurement process. they invite their team, the first responses come in within a week or two, and initial patterns appear once five or more team members have responded. people ops can recommend it and let each manager try it independently.
if you want to coordinate across teams from the start, the growth tier lets you group managers and see rollups from day one. see the full pricing comparison.