Rebalance a lopsided team workload: the visible audit, the reassignment logic, and the conversations with both the overloaded and the underloaded.
Rebalance my team's workload. The lopsidedness: {{situation}} (who's drowning, who's cruising, how it got this way — usually: competence attracts work). Run: the visible audit (everyone's actual load listed — often the first time anyone's seen it whole; the hidden work surfaced: the glue tasks, the always-asked person), the reassignment logic (match to capacity AND development — moving grunt work to the cruiser teaches nothing; move a growth task), the conversations — the overloaded (what's coming off their plate, by when — relief needs dates) and the underloaded (framed as stepping up, not punishment — with the honest performance conversation if cruising is the real issue), the intake fix so it doesn't rebuild (how new work gets assigned — by capacity, not by who answers fastest), and the 6-week re-check.
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