Hourly Podcast: Why culture wins in the hourly workforce
In high-volume, hourly hiring, it’s easy to focus on speed, cost, and filling roles as quickly as possible.
But as Monigo Saygbay-Hallie, Chief People Officer at Checkers & Rally’s, shared in a recent episode of Hourly, the real differentiator isn’t just hiring faster—it’s building environments where people actually want to stay and grow.
And that starts with culture.
🎧 Watch or listen to the full episode:
From accidental HR to intentional impact
Like many HR leaders, Monigo didn’t set out to build a career in human resources.
She started in operations—managing labor, hiring, and training—and quickly discovered something deeper: connecting people to opportunity isn’t just a function. It’s a lever for both individual growth and business success.
That perspective only expanded during her time at organizations like Pizza Hut, KFC, and Checkers & Rally’s, where hiring isn’t occasional—it’s constant.
The unique power of hourly hiring
Few industries create as much upward mobility as hourly work.
In the restaurant and service industries, it’s not uncommon for someone to start in an entry-level role and grow into leadership—even executive roles.
That kind of mobility doesn’t happen by accident.
It happens when organizations:
- Invest in frontline leadership
- Build structured development programs
- Create clear paths for growth
As Monigo describes it, leaders must intentionally invest in their people—because that investment compounds across the organization.
Why culture beats compensation
Compensation and benefits matter. They’re table stakes.
But they’re not what keeps people.
Monigo shared a story about her daughter choosing a lower-paying job over a higher-paying one because of how she was treated during the hiring process. She felt recognized, welcomed, and valued—and that made the difference.
This reflects a broader shift, especially among younger workers, where culture and belonging often outweigh incremental pay differences.
People don’t just stay for pay. They stay for how they’re treated.
Culture is local—and leadership-driven
One of the biggest challenges in multi-location organizations:
Culture isn’t centralized. It’s experienced locally.
Each location develops its own micro-culture—shaped primarily by the frontline leader.
That means:
- General managers define the employee experience
- Culture varies across locations
- Consistency requires intentional reinforcement
As Monigo emphasizes, culture has to be communicated repeatedly—“seven times, seven different ways”—to truly take hold.
How to measure (and improve) culture
Culture may feel intangible—but it can be measured.
Monigo outlines a practical approach:
- Pulse surveys to gather real-time feedback
- Listening tours and direct observation
- Customer feedback
- Exit and stay interviews
The key isn’t just collecting feedback—it’s acting on it.
A simple framework her team uses:
- Focus on one priority
- Take action
- Follow up consistently
Culture improves when leaders are accountable for it.
HR as a business function
Modern HR leaders aren’t just people advocates—they’re business operators.
Monigo describes herself as a “business person cloaked in HR.”
That means:
- Understanding the P&L
- Connecting talent strategies to outcomes
- Speaking the language of the business
In high-volume environments, this alignment is critical. Hiring, retention, and productivity are directly tied to business performance.
The role of technology in the hourly workforce
Technology—and increasingly AI—is reshaping the hourly work experience.
Not by replacing people, but by improving how work gets done.
From AI-powered drive-thrus to automation in hiring and operations, technology helps:
- Reduce repetitive tasks
- Improve accuracy
- Free up employees to focus on higher-value work
The result isn’t fewer jobs—it’s better ones.
More engaging. Less chaotic. More human.
What it all comes down to
At its core, this conversation reinforces a simple idea:
Hiring is just the beginning.
What matters most is what happens after someone joins your team.
- Do they feel valued?
- Do they see a path forward?
- Do they want to stay?
Because in the hourly workforce, retention isn’t just about reducing turnover—it’s about building leaders, strengthening culture, and creating environments where people can succeed.
The takeaway
In a world focused on speed and efficiency, culture remains the ultimate competitive advantage.
And the organizations that win won’t just be the ones that hire the fastest.
They’ll be the ones that invest in people the most.
🚀 Curious how leading teams are modernizing hiring and the candidate experience?
See how Humanly works in practice
→ Book a demo