Brian HoppeBoard-Level Advisor to MSP CEOs, Brian Hoppe Coaching · Board-Level Advisor to MSP CEOs at Brian Hoppe Coaching

His Employee Automated 6 Hours of Work a Day

17 Sept 2026 · 1 min

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In this brief dialogue, Speaker A recounts how a team member, Jeff, reported that he had automated roughly six hours of his daily workload after about 60 days. While the organization promotes a culture of paying for outcomes rather than hours, Jeff appears nervous about potential repercussions, such as reduced pay or becoming redundant. Speaker A emphasizes the importance of strong leadership to provide psychological safety, ensuring employees feel comfortable experimenting and sharing efficiency gains without fear. The conversation highlights the tension between automation benefits and employee concerns, and underscores the need for leaders to foster trust and outcome‑focused compensation structures.

One of the guys on my team, Jeff, he comes back to me about 60 days later and he says, well, I don't know how to tell you this, but I've saved about 6 hours per day of my job.
So wait a minute, wait a minute, wait a minute. So he's— so your guy comes to you and he's probably nervous, right? He's like, hey, I've automated away 3/4 of my day.
Right. Right. Yeah. And so we have a great relationship. We have a good culture around we pay you for outcomes, not for hours. But even still, that's what I want to highlight. We've got to lead really well because I could tell he was still nervous.
Yeah.
Like, are you going to pay me less? Do you not need me anymore? Like, there was— he didn't say those words, but you could tell he was a little cautious. And so I think if we lead poorly, we won't give people the leash or the comfort level to experiment, and then— or they won't come to us and they'll want to hide it.