Balancing the workload between high and low performers involves a few key steps. First, I would identify the strengths and areas for improvement of each team member. For high performers, I would assign them more challenging tasks to keep them engaged and motivated. For those who are struggling, I would offer support, training, or mentorship to help them improve. I’d also try to foster a collaborative environment where team members can support each other, allowing high performers to mentor others. Regular check-ins, feedback, and clear communication are essential to ensure that the workload is distributed fairly and everyone is working at their best.

Assess each team member's skills and limitations to ensure an optimal task balance. Assign assignments that are appropriate for their talents and expertise, allowing top achievers to undertake more difficult projects. Implement a mentorship program in which strong performers assist poor performers, hence promoting skill growth. Use project management tools to monitor progress and reassign jobs as required. Offer regular feedback and training opportunities to improve overall team performance. This strategic strategy maintains a balanced workload while encouraging development and collaboration.

I would assess each team member's strengths and weaknesses to allocate tasks based on their capabilities, assigning critical work to high performers and simpler tasks to low performers to build confidence. To support low performers, I’d provide training, mentoring, or pair them with high performers, fostering collaboration and knowledge sharing. Regular monitoring, clear expectations, and constructive feedback would ensure effective progress, while recognizing everyone’s efforts would keep the team motivated and balanced in workload distribution.

I believe in first recognising individuals' motivations and how they affect their performance. Here are a few things you can do: 1. Provide resources, mentorship or training to support low performers. 2. Consider how you can leverage an individual's strengths to address their weaknesses. 3. Review their job scope and redesign it accordingly. 4. Use a SWOT analysis to assess the team's capabilities and identify areas for improvement.

Tasks should be assigned based on individual capabilities and by setting clear performance goals, we can create accountability. Flexible workload distribution also allows high performers to tackle challenging tasks while leveraging their strengths to mentor others, ultimately supporting everyone in improving together.