Pay for Results, Not Time

Reduce Payroll Through Standardization & AI Most owners want to believe their employees care about the company the same way they do. The reality is, they don’t, and that’s not a flaw; it’s human nature. Most people don’t want to be business owners. They want stability, a paycheck, and balance in their lives. Their goal isn’t to think about margins, risk, or future growth; it’s to do their job well enough to maintain their livelihood. That difference in ownership is natural, not personal, and it’s why even great employees can’t always move the business forward the way an owner can.

It’s not that people don’t want to work. It’s that personal goals and daily distractions come first, especially in a world where attention is constantly divided. The challenge for every business owner is building a system that still gets consistent results despite that reality.

Compensation alone doesn’t create engagement. Studies show that once basic financial needs are met, additional pay rarely translates to higher productivity.

Understanding Cost Centers

In every business, there are positions that don’t directly attribute to revenue. These are called cost centers. They’re essential to operations but don’t generate revenue.

Examples of cost centers can be marketing, design, IT, operations, finance, or documentation. These roles help your company run smoothly, stay compliant, and communicate effectively, but they don’t directly create sales. That’s why they’re often the first to go when the economy gets tight.

Cost Center	Typical Roles (In-House Equivalent)	Primary Function	Average Annual Cost (Salary + Overhead)	Direct Revenue Contribution	Indirect Impact on Revenue
Web Design & Development	Web Developer, SEO Specialist, Content Manager	Builds and maintains the company’s online presence and digital customer experience	$60,000 – $90,000	10 – 15%	Generates leads, enhances conversions, and strengthens credibility
IT & Cybersecurity	IT Manager, Network Administrator, Cybersecurity Analyst	Maintains uptime, secures data, and supports daily operations	$75,000 – $110,000	1 – 5%	Prevents costly downtime, security breaches, and operational interruptions
DocumentationDesign & Training	Process Manager, Trainer, Technical Writer, Compliance Coordinator	Develops internal guides, training materials, and standardized workflows	$50,000 – $75,000	2 – 5%	Reduces onboarding time, improves consistency, and lowers error rates
Marketing & Brand Development	Marketing Manager, Designer, Copywriter, Campaign Coordinator	Builds awareness, attracts leads, and supports retention through branding	$65,000 – $95,000	10 – 20%	Sustains visibility, nurtures long-term growth, and increases customer lifetime value
Operations & Financial Oversight	Operations Manager, Project Coordinator, Financial Analyst, Bookkeeper	Ensures efficiency, aligns goals, manages budgets, and tracks performance	$70,000 – $100,000	5 – 10%	Improves accountability, reduces waste, and drives overall business stability

The problem isn’t that these departments don’t matter. It’s that they’re difficult to measure, and without proper oversight, they become expensive placeholders. According to research by Microsoft, the average employee spends 57% of their time communicating, including emails, chats, and meetings, and only 43% creating deliverables that move the business forward.

Asana found that nearly 60% of the average workweek goes to “work about work”, including planning, checking in, or duplicating effort, not actual productive output.

So if you’re paying an $80,000 salary (excluding healthcare, retirement, and insurance benefits), you can estimate that roughly $45,000 of it is spent on activities that don’t directly contribute to growth. It’s a reality most owners feel deep down when they walk through their office, shop, or practice and quietly ask themselves, “What exactly are all these people doing?”

You’re not paying for results. You’re paying for people to talk about results. And that’s not your fault. It’s the system that society built.

You’re Still a Good Person

Let’s be honest: hiring and firing is draining, both emotionally and financially. You invest time training people, building trust, and wanting them to succeed, but sometimes tough choices have to be made for the health of the business. That doesn’t make you a bad person; it makes you a responsible one.

My Process

My process was built from years of experience across multiple industries, seeing what actually works and what doesn’t. Every system I create is designed to cut waste, increase clarity, and deliver measurable results. It’s a precision-based approach built on standardization, structure, and selective use of AI tools where they make sense, never where they replace human judgment.

It’s not about cutting corners. It’s about cutting waste.

Step 1. Listen to You

Before anything, I learn your business. I identify which tasks actually drive progress and which are just noise. Most business owners already know where the waste is; they just need someone to confirm it with data and take it off their plate.

Step 2. Standardize

I've broken each role down into essential deliverables. Everything is placed on a fixed schedule, with clear expectations, documented workflows, and measurable outcomes. Predictable. Repeatable. Trackable. ➡️ View All Services Here

Step 3. Deliver

You receive what you need, on time, without paying for downtime, meetings, PTO, sick-time, or endless check-ins. Businesses work with me for deliverables, projects, and results, not hours on a clock.

The Outcome

You worked hard to build your business. Now it’s time to make sure your payroll works just as hard.

Stop paying for time. Start paying for results. My business only succeeds, when your business does.

🗓️ Schedule a Free Consultation + Business Strategy Report that shows exactly how much you can save while keeping the work right here at home.