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If you want to know how to hire good people, then you must not undermine the importance of pre-employment tests. 

Personnel profiles are very informative but they do not always necessarily answer all the questions. So, it is vital that pre-employment tests should be conducted. 

Here is a list of ways in which you could test potential employees: 

Online Tests 

Large business organizations do not have the time to invite employees to their premises and conduct written tests. Therefore, they make use of technology and conduct online testing. These tests, like the Human Talent Analysis, are designed specifically for different types of workers and help employers in the hiring process. 

Psychological Tests 

This is a new trend that is quickly gaining prominence. Employers test the emotional intelligence of potential employees; this sort of testing enables employers to assess whether these workers are good at working with other people and how they react in stressful situations. 

Personality Tests 

These tests inform you of the personality traits of your employees. You may ask their likes or dislikes and their preferences in terms of work. 

Building a pre-screening system for your organization
Whatever procedure you decide to follow in your organization, make sure you do have a system in place to understand beforehand what are the unique qualities and what is the potential of the person you are consider for hiring. 

A well structured recruitment process does often make the difference between success and infinite struggle.

Paolo Ruggeri

"If there's a will there will be a road", this I was told a few months ago in South Korea and, in my view, it reflects the spirit of the culture here, in this part of Asia. 

To my considerations in the Asia Pacific Area, l feel that Japan, South Korea and China share most of the common attitudes in business.
There are a lot of books about doing business in this part of the world and many say that it's easy to give up or to become stressed out trying to find a way. 

What I noticed is that most of the western people try to "organize" and "linearise" the process, which is a typical efficient way of working, but their main assumptions are wrong! 

In most of the cases, here, the person is more important and that's why, in my opinion, to do business here we need to learn to use our feelings instead of trying to see this part of the world with the paradigm of our culture. 

Having feelings is not rational or logical and it's really personal, it belongs to you. It means that you can really make the difference in good and bad.  

What I also found out is that "faith" should be present during dealings in this part of the world. I'm not really an expert on this, even if the Pope lives in my home country... I am talking about a different kind of definition of faith, one that goes more like "something is going to happen". In this part of the world people are more driven by signs and they are actually looking for "telltale signs" that will spark their feelings and will drive them to do business in their complicated way of doing things. 

Just think about what could happen if you say something about feelings or faith during a business meeting in Europe or in the U.S.! 

If there is a will (and it sparks a feeling), there will be a road ... if you have faith. 

So, you can continue to fight your way or adapt, but this will be one of the next posts! 

Ciao from china! 

Leonardo Gon

It is with pleasure that we announce that The New Leaders is now on sale also at Barnes and Noble!!!


The New Leaders is a textbook that covers the subject of how to motivate and engage employees and how to improve one's leadership style. 



Often for a manager interviewing a potential hire it is like having a meeting with someone who wears a mask. 

How do you tell which one will be the most loyal and productive staff member? 

Paolo Ruggeri


In the following video a young Steve Jobs explains what happened after he hired the wrong guy: 

"He destroyed everything I spent 10 years working for. Starting with me...". - Steve Jobs

A single wrong hire can kill even the most talented business owner. 

Screen every potential employee using the HTA Personnel Profile. For info write to info@paoloruggeri.net

Paolo Ruggeri

The New Leaders, a leadership and motivation manual for the managers of the third millenium has sold over 50.000 copies in Europe. 

It is a complete handbook on how to get more from your personnel by changing your leadership style. 

Businesses are made up of people. In order to improve business, you need to improve people. Learn how to do it effectively by reading The New Leaders. 

Available on I- Tunes: 


On Amazon: 

or by writing to info@paoloruggeri.net 

People are everything today. If you learn how to effectively motivate people today, you'll end up having have much more capital tomorrow.



Lets face it: in the future Asia will have an ever increasing impact on what happens in our economy and in our lives. 

That is why I have asked Leonardo Gon https://www.facebook.com/leonardo.gon who travels for professional reasons all over Asia to describe what goes on over there with a slant on people and on motivation of personnel. Follows his introduction: 

Hello! Let me introduce myself ! My name is Leonardo Gon, I'm an Italian working for a Dutch company designing and producing pipe and profile cutting machines, living in China with my family and running from Japan to Australia as a regional sales manager.

So, it's an interesting and challenging combination to see different Asian countries in the real working life!

Asia is made of barracks and bullet trains, buildings of 30 floors and endless landscapes of nothing. Difficult to understand everything as well as to tell. But this is what I will try to let you be involved.

As Paolo asked me, I'll be happy to share with you my views on what I'm learning and discovering on this side of the world!

Leonardo Gon 

Stay tuned for info on what goes on in Asia and what are the best practices to deal with personnel in the various areas of such big and diverse continent. 

Paolo Ruggeri


Nice commercial from Nike re motivation:

Paolo Ruggeri

A friend sent me the following article which I found interesting re unique ways to boost employees' motivation:


Employees are sometimes overworked, hence they need some sort of motivation to keep going, do their work and achieve the results their bosses require from them.

A lot of business leaders look for innovation in the workplace and to achieve it, they introduce programs through which workers’ productivity and creativity can be increased.

Setting aside the traditional methods of employee motivation, here are some unique methods that will motivate your employees:

You can reward your employees with offsite gatherings, for example, a picnic or a day at the movies. This helps employees bond together and develop relationships. It is also an incentive for them to continue working hard.

During break time employees can be entertained via a game room. This has now become a common practice in most offices. You can place a ping pong table or provide the workers with regular card games to help them relax.

Holiday Celebrations
Employees may want to celebrate events like Christmas and Easter with their colleagues, so you should give them the opportunity to do so by arranging an official party at the office or taking them to a carnival.

Decorate Your Workplace
This is a very innovative method of employee motivation; you can have a contest at work to see who can decorate their desk the best within a set budget. You can even have it on a larger scale and make it a departmental competition; this sort of activity will lighten the mood and encourage people to participate thus creating a healthy work environment.

Normally companies would reward workers for their hard work by giving out awards such as employee of the month, etc. But it doesn’t have to be so serious. Try to introduce fun awards such as worst dressed, latecomer and messiest desk. Not only do such activities create a jovial atmosphere but also encourage team building.


Employee motivation does make a difference in the workplace. Are your employees really engaged or are they just moving along uninspired?

For more info on how to build a team of engaged and motivated staff, buy and read The New Leaders, a Leadership Manual for the managers of the Third Millenium. http://www.paoloruggeri.net/pagine.asp?idp=93  

Paolo Ruggeri

Online work is booming and it is one of the key new trends taking place. 

How is it going to reshape the field of employee motivation? 

How is it going to reshape the company? 

Paolo Ruggeri


A good manager always knows how to motivate employees; he knows motivation techniques and applies them effectively to get results. Here are a few tips that will help you motivate your workforce: 

Employees look up to those people who are leading them; they are inspired by their qualities and vision. Employers should aim to win the trust of their employees through good communication and provide instant feedback on their performance. Building mutual understanding with the employees helps you eradicate problems and work towards effective solutions. 

Meaningful Work
Employees want to do some meaningful work; they want to work on the top priority projects and want to feel that their work is valued.
The vision and goals of the company should be made clear by the employers so that employees can work towards achieving hem. These visions also act as a marker for their progress. 

Clear Instructions
Job descriptions should be absolutely clear and must not be vague. All the roles and responsibilities of the employees must be stated clearly so that optimum output can be derived. Employees will perform better knowing the type of work they have to do.
Fair Compensation and Pay
The company must have a proper wage structure; employee motivation is heavily linked with money. Managers must also offer bonuses on impressive performances or overtime pay for any additional work done. 

Input from Employees
Encourage participation from employees. Ask them to present new ideas and give them a chance to make decisions. Ultimately it is the employer who will authorize any transaction, but getting an employee’s view on projects will make them feel more involved. 

Management Approach
Managers need to have different approaches for employees because a workforce is likely to have all types of people from self motivated individuals to lazy latecomers. Some people need more time to settle in while others feel at home from their first day at work, therefore, varying your management approach for each person will enable you to get the best out of them. 

Focusing on the important things like employee motivation will not only strengthen your relation with your workers, but will also improve your company’s chances of sustainable growth on a consistent level. 


In order to succeed you need great people around you:

Learn how to "size people up" and how to evaluate your people.  Adopt the HTA Personnel Profile in your company  avoid hiring mistakes

Paolo Ruggeri


If you want to motivate effectively your direct reports and employees, you first need to be in a great emotional shape yourself. 

You cannot be an effective motivator unless you understand what really matters for you. 

Paolo Ruggeri


Employee motivation is essential in the workplace. Highly motivated employees are committed to their work and perform better which eventually results in improved productivity and increased business. 

This begs the question of how to motivate employees and get the best out of them. There are numerous ways through which employers can get their employees motivated. 

Managers just need to follow these simple steps in order to achieve success: 

Effective Communication 

Maintaining good communication with your employees is essential; a manager must share information on a regular basis and try to keep the employees involved. 

They must know the progress the company is making or the aim and objective of the project they are working on. 


Whenever your employees achieve something or complete a project, you must appreciate and recognize their work. This gives them self confidence and belief, making them more likely to work harder in the future and deliver better results. 


Employees are encouraged by advice or coaching sessions given to them by their seniors. Managers with years of experience can impart knowledge, share experiences and guide employees. This will go a long way towards their development and will be a morale booster. 

Career Path 

You will be surprised to know that a lot of people aren’t just motivated by money, but instead it takes a lot more to get them fully motivated. Employers need to define a career path so that employees know where they will be in a few years time; a well defined career path hints towards potential opportunities for growth and this makes it a crucial factor in employee motivation. 

Self Esteem 

Respecting an employee’s work ethic and giving him/her a suitable job title will encourage them. It will make them feel important in social settings and give them a proud feeling about the work they do. 

Working Environment 

The work place should carry a positive vibe. Firstly, it should be neat and clean and secondly it should have an environment where people build their relationships on mutual trust and respect. No one must feel undermined by unnecessary pressure from others. 


A well motivated workforce is the sign of progress, a motivated worker is likely to perform better and as a result benefit the company.

For more information read the e-book THE NEW LEADERS available here: 



or order the hard copy info@paoloruggeri.net 


Paolo Ruggeri


Today Zig Ziglar, passed away .

I never had a chance to meet him in person but his concept “Logic makes people think, emotions make people act” changed my life and, through my work, the lives of many thousands more.

Can a concept make a difference in somebody’s life? In my case the answer is definitely yes.

Zig, I want to thank you from the deep of my hearth for that simple yet very powerful teaching.

Rest in Peace, knowing that you did change for the better not only my life but also those of many others who were affected by my teachings.

Thank you

Paolo Ruggeri

Dave Lavinsky is author of “Start at the End: How Companies Can Grow Bigger and Faster by Reversing Their Business Plan”. Here is an excerpt from his latest book covering personnel motivation:

1. Make employees feel they are doing something meaningful.
A recent survey by BNET (which is now part of CBS MoneyWatch) asked the question, “What motivates you at work?”
The results showed that doing something meaningful is more important than money or recognition to your employees. Twenty nine percent of respondents said that doing something meaningful was the most motivating thing about work. Money motivated 25 percent, and recognition 17 percent.
Therefore, the number one way to motivate your employees is to make them feel that they are doing something meaningful. Now, if your vision is to alleviate poverty, as Kiva’s is, getting your employees to feel like they are doing something meaningful is pretty easy. This might not seem quite as simple for the typical for-profit company. But this, too, is relatively straightforward. Establishing your company’s vision and goals--particularly involving your employees in creating them--will motivate them to achieve these objectives and help them feel that they are doing something meaningful. 

2. Effectively communicate and share information.
You also must consistently share new information to ensure that your employees make good decisions.
You must always let employees know how the organization is progressing toward achieving goals. Setting KPIs and posting the associated KPI results monthly will allow you to achieve this.
3. Give employees clear job descriptions and accountability.
It is critical that you give each of your employees clear job descriptions and accountability. It’s not enough to just state each role’s responsibilities; rather, you must specify the expected results and tasks. For example, the customer service manager’s described role might be to handle all inbound customer service calls. Their expected results, however, might be to answer all calls within 15 seconds or less, resulting in 90 percent customer satisfaction in telephone follow-up service. Only by specifying roles and expected results and accountability can you get what you want from each employee. 

4. Give and receive ongoing performance feedback.
When things do go wrong, don’t blame. You want to replace who questions with how questions. For example, rather than saying, “Who screwed this up?” say, “How could we improve this process or avoid this in the future?” 

5. Have--and show--faith and trust in your team.
Most humans have relatively fragile self-esteem. If you don’t believe your employees can do something, they won’t believe they can either, and they won’t do it. You must have faith in them. You can’t just say you have faith: you need to show you do to enhance their confidence in their ability.
To achieve this, give your employees some autonomy to make decisions. Let them take ownership of challenging projects and decide how to complete them. Although it can be a challenge for almost any manager, you must let them fail sometimes and not get angry about it.
6. Listen to, focus on, and respect your employees’ needs.
You’ve likely heard this before, but it’s worth repeating that in leadership, listening is more important than speaking. I love this quote: “Questions unite. Answers divide.” Asking questions of your team will get them to participate; dictating the answers will cause them to tune out. 

7. Provide recognition to worthy employees.
Recognition is an amazing motivator. Adrian Gostick and Chester Elton authored a book called The Carrot Principle in which they discuss a study of more than 200,000 employees that they conducted over a 10-year period. The study showed that the most successful managers provided their employees with frequent and effective recognition. In fact, they found that managers realized significantly better business results when they offered employees recognition in the form of constructive praise rather than monetary rewards.
8. Provide fair compensation and pay for the performance you seek.
First, you must pay a wage that employees believe is fair compensation. Second, you must pay for performance whenever possible. This does not mean 100 percent contingent compensation. It means that you set expectations for base pay while also providing bonuses and clearly defining success. This will compel employees to strive to achieve the goals you have outlined. 

9. Foster innovation.
Managers must realize that the vast majority of innovations come from frontline employees. They come from the people who are manufacturing your products or designing your services, who are interfacing with customers, and who are solving problems on a daily basis. As such, innovation must be encouraged. 

10. Establish fair company policies that support the company’s goals.
Developing fair company policies that adequately support the company’s goals will motivate your employees even more. For example, you cannot treat attending a seminar as a personal day if you want to encourage continuous learning. Rather, ensure your policies and practices encourage employee feedback, collaboration, decision-making, and so on.
11. Get ongoing input from employees.
You want to invite your employees to help set goals so that they really buy into them. Seek employee input on key decisions and plans on an ongoing basis.
Understand that as the leader, you will make the ultimate decisions and plans. Even if you don’t follow your employees’ advice or take their suggestions verbatim, however, the very act of soliciting their feedback will give you more information and ideas and will make them feel involved. 

12. Manage, but don’t micromanage.
Employees do not like to be micromanaged. It’s disempowering. It’s therefore important to distinguish the difference between checking in and checking up on your employees.
Likewise, when managing, don’t dictate every detail of how to complete a project. Remember, employees can’t grow and gain new skills if you’re telling them exactly what to do for every project they work on. They need a sense of autonomy to feel that they’re succeeding. 

13. Encourage teamwork.
Most projects you complete will require input from several employees within your organization. Encourage these employees to work as a team rather than a collection of individuals to complete these projects. The easiest way to do this is to set up an initial meeting for the team, refer to them as a team, and give them enough autonomy so they act like a team. 

14. Modify your management approach for different types of employees.
Great leaders let the employees they’re managing dictate the management approaches they use. Some employees may need or desire more handholding and coaching, whereas others will want or require less. It’s important to think about each key employee and determine the best way to lead him or her.

15. Give employees opportunities for personal growth.
Because people who get the chance to grow their skills and expertise take more pride in their jobs, you want to encourage employees in your organization to gain new skills. You can do this in many ways, such as providing on-the-job training and other opportunities to teach your employees new skills. 

16. Fire people when needed.
The final technique for motivating your team is to fire people when needed. Underperformers can kill an organization; they can become cancers. When other employees see these individuals getting away with underperformance, then they start to underperform. Therefore, firing--as long as you explain to your team why people were fired--can actually motivate your employees.


Attached you'll find the slides of the LEADERSHIP AND MOTIVATION TRAINING, that go over the way you should go to motivate your employees and particularly your direct reports. 

For more information about the trainings, write to info@paoloruggeri.net 

Paolo Ruggeri

download slidesDownload Presentation

Attached you'll find the exercise from the Basic Leadership Training delivered in Florida. 

Just right click on download presentation. 

Paolo Ruggeri

download slidesDownload Presentation
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