Manager education
Training line managers to handle a resignation conversation without guilt-tripping, stalling or retaliating — the three behaviours that turn a routine exit into a dispute.
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Corporate & CSR
How your people leave is a statement about how you lead.
TRC works with employers who would rather handle exits well than discover on Glassdoor that they do not. Independent, practical and free of both HR platitudes and employee-side hostility.
The position
We advise employees. That is why we are useful to employers.
TRC’s primary duty is to individual clients, and we do not take engagements that would compromise it. We will never advise an organisation on an exit we are also advising the employee on.
What we can do is tell you, precisely and without flattery, what your exit process feels like from the other side — and what to change. Very few organisations have access to that view.
Programmes
Six ways we work with organisations.
Responsible separation practice
A review of your notice, handover, settlement and documentation practice against what employees actually experience, with specific fixes.
Workplace transition workshops
Sessions for employees on career transitions, notice periods and entitlements — delivered independently, which is why people trust them.
Employee exit awareness
Making entitlements, timelines and processes legible to your people before they need them, which measurably reduces disputes.
Career-transition programmes
Structured support for employees leaving through restructuring, role closure or mutual separation.
Social impact & CSR collaboration
Funding subsidised exit support for professionals outside your organisation, structured legally and appropriately.
The commercial case
Why this is not a wellness gesture.
- Exits are your loudest employer-brand signalEvery departing employee tells a network. Glassdoor, LinkedIn and private WhatsApp groups are all downstream of how your last twenty resignations were handled.
- Disputes are expensive and avoidableMost withheld-relieving-letter and unpaid-dues disputes originate in a manager improvising, not in a policy failure. Training is cheaper than litigation.
- Alumni are a hiring channelPeople who leave well come back, refer, and buy. People who leave badly warn others for a decade.
- Independence is the pointEmployees do not believe internal messaging about their own exit rights. An external, credible voice is heard differently — which is exactly why it works.
On CSR and conflict of interest. Corporate social-impact collaborations are structured so that funded support is delivered to people outside the funding organisation, with no access to case details and no influence over advice. Where a collaboration cannot be structured that way, we decline it.
Start with a confidential conversation.
Tell us the size of your organisation and what prompted the enquiry. We will tell you honestly whether we are the right partner.