Practical research shows that early deployment of job coaching contributes to faster and more sustainable reintegration.
What if the use of job coaching during the first year of illness ( 1st track does this contribute to faster and more sustainable reintegration? Colleague Yolande van der Heijde conducted practice-oriented research into this as part of her job coach training. The results are clear and offer valuable insights for employers and employees.
The research
The central question was simple but clear: is job coaching of added value during the first year of illness? To answer this, Yolande combined multiple research methods, including surveys among employees and employers, interviews with a Noloc Registered Job Coach and an Occupational Health & Safety Advisor, a case study from practice, and the application of the Supported Employment methodology.
The answer emerging from these sources paints a convincingly positive picture.
What do employers say?
The employers who participated in the study and had experience with job coaching during the first year of illness were unanimous: all respondents view job coaching as a valuable addition to the reintegration process, and they all indicate that it contributed to the full return to work of employees.
What stands out is the appreciation for the external job coach. Neutrality, expertise, and independence are cited as strong points. Employers also indicate that early intervention with job coaching more frequently leads to a transition to 2nd track can be prevented, which can make a significant difference, both human and financial.
What experienced employees?
The perception among employees is also positive. Almost four out of five consider job coaching during the first year of illness to be valuable, and more than two-thirds indicate that the guidance contributed to a full return to work. Over seven out of ten would recommend job coaching to a colleague in similar circumstances.
Behind these figures often lie recognizable experiences. Employees indicate that a lack of targeted guidance is perceived as a clear shortcoming. They want to feel taken seriously and heard, and perhaps most importantly: to take ownership of their own reintegration process. This requires a tailored approach, as not every situation calls for the same method.
Why job coaching works so well in 1st track ?
The strength of job coaching during the first year of illness lies in the combination of personal guidance and workplace-oriented support, in accordance with the principles of Supported Employment. For the employee, this means a step-by-step progression with achievable sub-goals, attention to self-confidence and self-direction, and a focus on possibilities rather than limitations. This provides clarity and reduces uncertainty, especially during a phase when that uncertainty can be significant.
For the employer, an external job coach offers professional guidance without additional internal burden. Communication between employee and manager improves, the reintegration process proceeds faster and more sustainably, and absenteeism costs and workload decrease. Particularly in cases of stagnation, miscommunication, or a stalled reintegration process, an independent job coach proves capable of making a difference.
Conclusion: deploying earlier pays off
The results of this research are clear. When job coaching is already in 1st track is implemented, the chance of a full return to work increases significantly. Both employers and employees experience clear added value, and stagnation in the reintegration process is broken more quickly.
Job coaching is therefore not a last resort for reintegration, but rather an early accelerator.
Learn more about job coaching at Puls ?
Would you like to explore what job coaching during the first year of absence could mean for your employee or organization? Please contact us. We would be happy to think along with you.
