BLUF: If my weakest performer needs help meeting deadlines and completing deliverables, how do I spend less time with her and more time with my top performers - as MT (and common sense) suggests?
I was recently (<1 month ago) promoted to a manager position, where I am managing a few of my former peers as well as a few new hires. One of the former peers is turning out to be weaker than I thought she was, and I'm finding that I have to spend more time working with her to meet deliverables and deadlines and therefore less time with my better performers (not to mention the new hires, who need onboarding-type training as well, some of which I've delegated to the top performers).
How do I ensure that I'm spending my time with the top performers, not the bottom ones? At the same time, the bottom performer has been with the company for a while (perhaps 2x as long as the rest of the team combined) and her past performance reviews suggest that she's average to above-average, so what am I missing??