Self-efficacy, the inner strength that supports the return to work

As she explains, “Self-efficacy is a judgment that one makes about oneself: it is the assessment of one’s ability to manage a situation, given one’s skills and the current circumstances one must face.” 

In other words, it’s the belief that one can effectively confront and manage challenges. When this feeling is present, it promotes motivation, perseverance, and taking calculated risks. When it is absent, we often fall into doubt and constant questioning of our abilities. 

Why is this important? Because this self-perception directly affects our behaviors. Our psychologist emphasizes, “Self-efficacy generates approach behaviors, perseverance, analytical thinking, as well as emotions marked by attention, interest, and enthusiasm.” On the contrary, a lack of self-efficacy can seriously complicate things. 

Doubt is the opposite of self-efficacy. As our psychologist explains: “We oppose it to doubt: the doubt in one’s abilities to cope with the surprises and difficulties of the environment and to adapt.” 

When an individual doubts their skills, a vicious cycle sets in: 

• Avoidance behaviors: avoiding situations perceived as too difficult. 

• Premature abandonment: giving up quickly in the face of obstacles. 

• Distraction: focusing on weaknesses rather than the task at hand. 

• Negative emotions: pessimism, anxiety, even depression. 

Such reactions can become a real obstacle, both professionally and personally. In the long term, if this doubt persists, it can lead to a form of psychological paralysis that prevents progress in one’s life projects. 

Beyond simple self-confidence, the sense of self-efficacy is a major criterion for all periods of transition in life, particularly during a return to work after a long absence. In the scientific literature, there is even a dedicated concept called Return to Work Self-Efficacy. 

“Self-efficacy regarding return to work is the worker's belief in their ability to successfully navigate the process of returning to work, meet the expectations or requirements of their job, and overcome obstacles related to the return.” 

Specifically, the return to work process includes several stages: reflection on career orientation, skills assessment, discussions with the employer, potential rearrangement of schedules or the role, etc. During each of these phases, a strong sense of self-efficacy helps to: 

• Relativize the obstacles that arise. 

• Focus on solutions rather than concentrating on the problems. 

• Make informed choices that are adapted to one’s health, while balancing aspirations and constraints. 

If you observe differences in self-efficacy in your patients or colleagues, there are several strategies to help develop this feeling: 

• Leverage mastered experiences 
  Past successes, even modest ones, strengthen belief in one’s ability to succeed. Encourage the person to revisit their achievements and remember times when they have already overcome difficulties. 

• Encourage social support 
  The supportive perspective of others, sharing similar experiences lived by others, can reassure and show that the challenge is surmountable. 

• Set progressive goals 
  It’s easier to climb a staircase step by step. Breaking a large goal into smaller steps serves a dual purpose: making the journey less intimidating and providing more intermediate successes. 

• Use verbal persuasion 
  Positive feedback, strong encouragement, or constructive reminders of one’s abilities can strengthen the perception of one’s skills. 

• Work on stress management 
  By reducing physical and mental tensions (using relaxation techniques, mindfulness, or good lifestyle habits), the mind is freed from distracting thoughts, and one feels more able to cope. 

This question is more than legitimate: should the concept of self-efficacy be integrated into human resources practices? Absolutely. 

• Training and awareness: Train managers to support their employees’ self-confidence. 

• Personalized return-to-work plan: Co-create a plan with employees who are absent for a long period, tailored to their needs and capabilities, and adjust it as they progress. 

• Ongoing follow-up: Offer post-return support or coaching to help employees manage and reduce their doubts. 

When HR, managers, and medical or psychological teams work together to develop this sense of self-efficacy in workers, everyone benefits. Generally, there is better engagement, a decrease in relapses, and a more sustainable return to work. 

In conclusion, the sense of self-efficacy is that inner strength that allows us to persist, overcome obstacles, and bounce back after hardships. As our psychologist emphasizes, it is at the heart of a person’s mental health and well-being. And in the specific context of returning to work, it is a real pillar, supported by scientific literature. 

The Melimpus programs integrate core practices of cognitive behavioral therapy. In our methodology, we pay special attention to the redevelopment of self-efficacy to make this return smoother and more fulfilling for everyone.