It’s common to hear human resource managers complaining about their best employees -  but this practice is damaging, as it’s costly and disruptive to see good people walking out your door.

The sad thing is that it can easily be avoided. You just need to think properly about how you treat them. According to Layne Davlin, CEO of Einstein HR, “While good employees can sometimes be hard to deal with, their talent gives them a lot of options. Therefore, you have to make them want to work for you. If you can keep their loyalty, you’ll keep them around for a long time.”

First, we need to understand the five most common things that human resource managers do which send good employees packing.

1. They Overwork People

Nothing hurts good employees like overworking them. It’s so tempting to overwork your best people that human resource managers frequently fall into this trap. But overworking employees not only make them feel as if they are being punished for excellent performance, it’s also counterproductive. A new study from Stanford found that productivity per hour declines substantially whenever the workweek exceeds 50-hours, and productivity drops off sharply after 55-hours.

If you must raise how much work your talented employees do, you’d better bring up their status as well. While talented employees accept to take on a bigger workload, they won’t stay if their job wears them out  in the process. Title-changes, raises, and promotions are all acceptable ways for increasing workload. If you simply just increase workload because employees are talented without rewarding them, they’ll seek another job, which gives them what they deserve.

2. They Don’t Care about Their Employees

More than 50% of employees who exit their jobs do so due to their relationship with their boss. Smart organizations ensure that their human resource managers understand how to balance being professional with being human. These are the human resource managers who celebrate their employees’ success, empathize with those going through challenges, and challenge workers, even when it hurts. It’s impossible to work for somebody eight-plus hours daily when he isn't personally involved or doesn’t care about anything apart from your production yield.

3. They Don’t Honor Their Commitments

Making promises to employees places you on the fine line, which lies between making them happy, and watching them walk out your door. When you uphold on your commitments, you grow in the eyes of your employee because you prove yourself to be honorable and trustworthy (two very essential qualities in a human resource manager). But when you disregard your commitment, you become a negative influence on your employees. After all, if the boss doesn’t honor their commitments, why should any of their employees?

4. They Don’t Let People Pursue Their Passions

Talented employees are passionate. Giving chances for them to pursue their passions usually improves their job satisfaction and productivity. But many human resource managers want people to work in a little box. These type of human resource managers fear that productivity will reduce if they let people pursue their passions and expand their focus. Studies reveal that individuals who’re able to explore their passions at work usually experience flow—a euphoric state of mind which is 5-times more productive than the norm.

5. They Fail to Challenge People Intellectually

Great human resource managers challenge their employees to accomplish duties that seem inconceivable at first. They set lofty targets that push employees out of their comfort zones. Then they do everything in their capabilities to assist them to succeed. When intelligent and talented people find themselves doing tasks that are too boring or easy, they seek other jobs which will challenge their intellects.