In part two of our Instant Payments Podcast with Matt Umholtz, President of AllianceHCM, the conversation dove deep into two powerful forces shaping the future of frontline work: earned wage access (EWA) and employee development.
Matt, who’s spent decades in the restaurant and HR technology industries, reminded us that payroll isn’t just about paychecks — it’s about empowerment. Many hourly employees are young and in their first jobs, which means their early work experiences can define how they view employment for years to come.
“About a third of the restaurant workforce is in their first job, and roughly 60% are under the age of 24,” Matt said. “If I want to attract and retain people, I’ve got to address both of these by creating a career path into the restaurant world and teaching them the basics.”
Developing Employees Beyond the Job Description
For restaurant operators, investing in employees’ growth goes far beyond onboarding and training. It’s about building real-world skills — professionalism, communication, accountability — that help workers succeed both inside and outside of the restaurant.
Matt described it as a mindset shift: teaching young employees the fundamentals of how to show up, communicate, and take ownership. “For example: If you’re early, you’re on time. If you’re on time, you’re late. If you’re late, don’t show up,” he said.
When employees are taught and mentored this way, they don’t just become better workers — they become better professionals for every stage of their careers. And when that happens, everyone wins: teams get stronger, turnover drops, and culture improves.
Why Earned Wage Access Is an Important Tool
Just as career development fuels retention, so does financial stability. Too often, leadership underestimates how important access to earned pay is for hourly workers, especially those living paycheck to paycheck.
“There’s still a misconception around earned wage access. People hear it and think payday loan,” Matt said. “But that’s not what it is. We’re simply giving employees access to wages they’ve already earned, ahead of payday.”
That difference matters. For many employees, same-day pay isn’t a perk, it’s what allows them to fill up the gas tank, buy groceries, or take an extra shift without worrying about timing. It’s not about borrowing; it’s about access and dignity.
When employees can access their pay instantly, they’re more likely to show up for shifts, pick up extra hours, and stay longer. That translates directly into lower turnover and stronger workforce stability — outcomes every operator is striving for.
Leading With Empathy
Matt summed it up best with a simple but powerful story: “If a leader has never walked into an inner-city grocery store and watched the Western Union line, they don’t truly understand their employees. Without seeing that, it’s hard to have empathy.”
The lesson? Leadership starts with perspective. When operators take time to understand the daily realities of their workers — financial strain, transportation hurdles, or the stress of waiting for payday — they make better decisions.
Empathy builds trust, and trust builds loyalty.
The Takeaway: Build Access and Growth Together
At Instant, we believe the strongest organizations are the ones that invest in both sides of the employee experience: immediate financial access and long-term personal growth.
When workers are supported with the pay they’ve earned and the tools to build their future, the results go beyond engagement or retention metrics. You create a culture that cares — one where employees feel seen, supported, and empowered to grow.
Because when employees win, the business does too.
🎧 Listen to the full conversation with Matt Umholtz, President & CRO of AllianceHCM, on the Instant Payments Podcast at instant.co/podcast, or wherever you get your podcasts.
