Motivation is mostly dependent on:

  1. Interpersonal relationships. It is important that you see yourself as a coach. Coaching focuses on personal development. This means that you will have to approach target group participants on the basis of their capabilities and potential, rather than their problems and disabilities. Approaching them in this manner is crucial to keeping them motivated and maximising their performance and well-being.
  2. Work conditions. This includes both material aspects and issues related with the organisation of labour. In practice this includes:
    • Setting up a non-hierarchical and informal approach
    • Defining and establishing role models that people can relate to and provide them a clear vision of where they are headed to
    • Implementing a regular daily structure that provides a sense of stability and reliability to participants
    • Stimulate that target group participants feel that they are in an evolving trajectory. For example, establish short-term goals that can be related to very practical dimensions of life.
    • Providing support, namely counselling or other kinds of guidance, but also material support. All persons are different, so support needs to be tailored.

Some very important material aspects are:

  • providing a customised working space, depending on the participant’s needs
  • defining an adequate number of working hours
  • providing intermediate and final incentives, including every day advance payment
  • providing adequate living wages

Remember that motivation is something that needs constant monitoring and work. It is not something that can be taken for granted just because it was there at some stage of the process.