Reflections on comeback coaching: Main effects and implications for use of coaching to support employees returning to work after a break

Objectives This study sought to understand the effects of comeback coaching as perceived by clients several months after the completion of coaching to support their return to work. Specifically, the main effects, enduring effects and how other employees and the wider organisation were affected by the coaching. Design The study used a semi-structured interview design within a qualitative approach. Twelve participants from five different commercial organisations were recruited. All had received coaching as they returned to work from maternity leave or maternity + career break in one case. Participants reflected on their coaching experience between 3–11 months after their final coaching session. Methods Interviews were manually transcribed. Inductive thematic analysis was used to analyse the transcripts and build a series of descriptive and conceptual codes and develop themes. Results Five themes emerged: Sense making and better-quality thinking; Better performance-related behaviours; Boosted confidence and self-awareness; Better health and Feeling energised and positively impacting colleagues. Comeback coaching was perceived to be a positive experience which served the participants’ needs at the point they returned to work and had a variety of lasting positive effects. Conclusions Comeback coaching is a useful tool to support employees returning to work. Employers may want to offer returning employees coaching because of the likely positive impact on performance, potential ‘protective effect’ on mental health and positive ripple effects on clients’ colleagues.