How do you always deal with top performers who resign

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It’s understandable that a leader feels unhappy when a top performer resigns. The employee is intentionally ending the relationship, so there is an element of personal rejection involved. In addition the leader now needs to replace that person, which could be a daunting challenge given that the person is a top performer. As a result, the employee who resigns is often treated poorly by the leader. And sometimes, after the employee has left, the leader speaks negatively about that person. What are the consequences of these types of behavior?