Interesting times.

I recently heard the story of a local professional, in his early thirties working in a large organisation. He shared something amazing—he recently figured out how to use AI to cut his workload in half. Impressive, right? Who wouldn’t want to get more done in less time?

Except… there’s a catch. His Leader has no idea. In his words, he now has "free time." But is it really his free time?

What’s he doing with the hours he’s saved? 

Instead of asking for or taking on more valuable work, he’s filling the time with non-essential tasks that make it look like he’s busy—but add little value to the organisation.

This story raises an important challenge for Leaders: How do we keep our teams engaged in an era of AI-driven efficiency?

Employees today have more choice, agency, and mobility than ever before. With critical skill shortages across industries, people are making deliberate decisions about where, how, and why they work—and who they choose to work with and for.

How do Leaders create environments where people stay engaged, feel valued, and remain committed to their work?

It starts with feedback conversations. When done well, these conversations build psychological safety, motivation, and clarity—transforming disengagement into excitement about the future.

Now, back to our AI-powered employee…is this story true – remember I heard it second-hand!  Is it a fear response to the changes associated with AI? I’m not sure how I feel about it.

If the story is true:

How long before boredom sets in?
Will he ever tell his Leader?
When will his leader ask about his workload?

I’d love to be a fly on the wall to see how this plays out.

What would you do in this situation?