---
id: "action-limit-sharing-cost"
type: "action-item"
source_timestamps: ["§ What Leaders Can Do"]
tags: ["management", "process-design"]
related: ["framework-leadership-commitments-for-disclosure", "action-structured-sharing-conversations"]
action: "Require discoverers to demonstrate a workflow only once; assign documentation and training to the company."
outcome: "Prevents disclosure from becoming a permanent, uncompensated obligation that disincentivizes future sharing."
speakers: ["Eric Anicich", "Jeslyn Brouwers"]
sources: ["execution"]
sourceVaultSlug: "hbr-seg-execution"
originDay: 8
articleStem: "hbr-cl-76-employees-not-transparent-ai-usage"
sourceUrl: "https://hbr.org/2026/06/why-employees-arent-transparent-about-their-ai-usage"
sourceTitle: "Why Employees Aren’t Transparent About Their AI Usage"
---
# Limit the Cost of Sharing (No Unpaid Labor)

**Commitment #5 — 'Treat disclosure as a contribution.'** Part of [[framework-leadership-commitments-for-disclosure]].

**Do NOT:** Turn an employee's disclosure into a standing obligation to document, distribute, support, and train everyone else on their workflow. That converts honesty into *unpaid labor* and kills future sharing.

**The rule:** The **discoverer demonstrates it once and keeps the credit**, while **the company takes ownership** of the documentation and distribution work.

**Action:** Require discoverers to demonstrate a workflow only once; assign documentation and training to the company.

**Outcome:** Prevents disclosure from becoming a permanent, uncompensated obligation that disincentivizes future sharing. This is the structural safeguard that makes [[action-structured-sharing-conversations]] sustainable rather than punishing.