As businesses strive to retain top talent amid evolving workplace expectations, new peer-reviewed research* suggests that comeback coaching, a term she has used since 2012, could be the key to improving employee retention and performance.
Published in The Coaching Psychologist, Reflections on Comeback Coaching: Main Effects and Implications for Use of Coaching to Support Employees Returning to Work After a Break revealed that coaching specifically designed to help employees return to the workplace positively impacts work performance, boosts confidence, and enhances their ability to advocate for their needs and aspirations. Coachees also viewed the availability of this coaching as a sign that their employer valued their contributions and prioritised their wellbeing.
Whether due to sickness, adoption, shared parental, or carers leave, the research identified five key themes, with the most notable being the potential protective effect on mental health, aligning with many People Strategies. The themes include sense-making and better-quality thinking, improved performance-related behaviours, boosted confidence and self-awareness, better health and increased energy, and a positive impact on colleagues.
“Retention isn’t just about competitive salaries or flexible working, it’s about truly supporting employees during career-defining transitions,” says Jessica, founder of The Talent Keeper Specialists. “Comeback coaching gives returners the tools to regain clarity, self-belief, and direction. It enhances their performance, strengthens connections, and shows that their managers believe in them and want them to be part of the team.”
The findings also suggest comeback coaching has value beyond return-to-work scenarios, offering vital support during promotions, lateral moves, and career shifts, positioning it as an essential element of modern talent strategies.
Emma Day, HR Business Partner at Stantec, shared, “Offering comeback coaching has been a game changer for us. It reassures employees that we’re invested in their success and helps them reintegrate with confidence, which in turn has strengthened both their performance and connection to the organisation.”
Hannah, who returned to work at Stantec after maternity leave, found the coaching invaluable and said, “The comeback coaching sessions gave me the tools to lead with purpose and confidence, showing me that I’d joined an employer who truly values its people and not only offered me coaching to find my feet but a four-day week, which showed they meant business.”
Amy, an HR leader and returner, commented, “Comeback coaching has genuinely helped me return to work with confidence, advocate for myself, be kind to myself, and recognise the value I bring to my team. Having the space to be open and honest about the transition and how to progress in my new role has been invaluable.”
Jessica Chivers added, “While many HR departments know that flexibility, autonomy, and effective communication are key to retaining staff, this research shows that comeback coaching plays a crucial role when employees return after extended time away. It helps them feel valued, welcomed, and part of the team again, making it more likely that they’ll stay long-term. I believe that the findings of this research and the work we are doing could save organisations from the costly cycle of recruitment and onboarding.”
*research from coaching psychologist Jessica Chivers
