From what I understand, Brooke has very high expectations of her team. I do too and I have high turnover, sometimes due to promotions, but sometimes people don’t work out. How does she get stuff done in that environment? How does her team take up the slack by the people mill? I reevaluate each turnover and try to make onboarding easier, tighten up my hiring criteria for the next go around. But in the mean time, the work load is too much at times.