Who is Phil Blair?

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April 12th, 2011



Mr. Blair is one of San Diego’s most visible and respected business leaders. Since 1977, he along with partner Mel Katz, have built Manpower of San Diego into the largest Manpower franchise in the U.S. with annual revenues exceeding $100 million.

Manpower provides quality employment opportunities, training and workforce solutions. It has become San Diego’s fourth largest local for-profit employer providing approximately 2,500 jobs daily through its six countywide branches.

Mr. Blair is an oft-quoted employment industry expert and appears frequently in local business publications and on radio and television. He is a long-time KUSI-TV employment commentator, is a professional speaker on employment and workforce transition issues and is the author of Strategies for Success, a career resource guide.
As an active member of the San Diego community, Mr. Blair currently serves on the board of directors for several regional organizations including: the San Diego Regional Chamber of Commerce; the San Diego Regional Chamber of Commerce Benefits Corporation; the San Diego Convention Center Board, LEAD San Diego; the United Way; and the Holiday Bowl. He is also a member of the San Diego Downtown Rotary Club.

Previously, Mr. Blair was on the board of directors for the American Red Cross, San Diego/Imperial Counties and the Centre City Development Corporation. He also served as a member of the San Diego City Council, representing the 5th district, and was commissioner for four years to the Fair Political Practice Commission in Sacramento.

Photos

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April 12th, 2011

Manpower San Diego has a great history. Myself and Mel have been close friends for more than 30 years.

I’ve decided to include some unique photos below of Manpower’s evolution for your enjoyment.

All Work and No Play?

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April 7th, 2011

All play and no work seems to be the motto of some members of Gen Net.

Those employees glued to their computer screens all day may look like they’re hard at work—but chances are, some of them are hardly working. Instead, they’re spending hours surfing the Internet for their personal pleasure: shopping, trading stocks, playing games and even hunting for new jobs.

It’s called “cyber slacking,” and it’s a productivity problem facing employers across the nation. With nearly every office equipped with computers and Internet access, some workers are making it a regular 9-to-5 hobby.

“The temptation is enormous. The whole world is at your fingertips on the Internet,” says Eric Greenberg, director of management studies at the American Management Association (AMA) in New York. “It’s causing an enormous problem with productivity.”

In fact, 68 percent of businesses have experienced operational and expense problems due to employee use of the Internet and/or e-mail, according to a study conducted by the AMA in coordination with The Washington Post last December (1999). The study also found employees were over-extending their lunch hours to have more computer time (29.7 percent), and even having packages delivered to the workplace during the holiday season (26.3 percent).

Another study by surfCONTROL, a Web-filtering software maker, found that 56 percent of general Internet users openly admitted to using the Net for personal reasons while at the office.

Such figures would have shocked administrators at Health Dimensions Pediatric Care Center in Hollywood, Fla., a year ago, but not today. They became believers after secretly testing a Web-use-monitoring program several months ago.

“We thought there was occasional Internet misuse,” says Health Dimensions administrative assistant Beverly Slavick. “Boy, were we flabbergasted. The nurses were shopping online, going into chat rooms and going onto entertainment sites. We simply had no idea how much activity there was. And, that is not what we pay them for.”

Other employers should be on the lookout for similar misuse, according to a recent E-Productivity Summit 2000 conference on “Cyberslacking at Work.” The conference, sponsored by San Diego-based Websense, Inc., a Web-monitoring software maker, presented the following statistics:

  • 37.1 percent of employees surf non-work-related sites constantly during work hours.
  • More than 70 percent of all Internet pornography traffic occurs during the 9-to-5 workday.
  • A company with 1,000 Internet users conducting personal Web surfing just one hour per day could lose upwards of $35 million a yea

“The Internet is the most powerful form of media technology ever,” psychologist David Greenfield told those who attended the conference. “It’s more powerful than the telephone, the TV or anything else. Would you put a television set on the desk of each employee?”

Greenfield emphasized that not all cyberslacking is planned or calculated. According to his research, 80 percent of individuals who surf the Net become so fascinated with what they find there, they lose track of time.

Eric Greenberg of the AMA concurs. “It’s not just shopping and porno sites we need to worry about,” he says. “The truth is you can spend an entire day on the Encyclopedia Britannica site.”

Cyberslacking has become enough of a phenomenon in the United States that it has generated its own irreverant Web site: IShouldBeWorking.com. The site, launched in 1999 by New Jersey graphic designer Mike Kelly, 35, offers tips on loafing on the job, awards for the best slackers, and even a “panic button,” a link which quickly calls up up a work-related site should the boss happen to walk by. The site is supported by advertising.

While some cyberslacking may be amusing, what starts as “goofing off” may lead to more serious problems in the area of legal liability. Greenberg says employers ought to be concerned not just about when workers are using the Internet but how. If one employee chooses to send offensive e-mail or pornographic photos to other employees, the company could be held responsible.

“Say an employee sends fellow employees an e-mail that says ‘Click here for the company’s financial statement,’ but the click actually leads to a porno site,” says Greenberg. “Could the employer be held responsible? That could become expensive.”

So what can an employer do? The AMA has developed a series of recommendations, which follow:

—Use Web-blocking or Web-monitoring software. There are two different types: those that block access to various types of sites, such as those for shopping, pornography, entertainment and investing; and those that snap pictures of an employee’s Web browsing

—Tell workers that their Internet usage will be monitored. Establish policies concerning the use of the Internet and e-mail and make them known to all workers.

—Allow periods of free Internet time during the workday, possibly during the lunch hour or coffee breaks.

—Don’t make Internet access available when it’s not really needed to perform a job. Having it leads to temptation.

At Health Dimensions in Florida, where nurses were caught using the Internet for more than work purposes, managers reprimanded the employees who were involved, but chose not to announce to all workers that they had installed Web-monitoring software. They didn’t have to.

“When we began monitoring Internet usage, we noticed that one of the nurses wasn’t just going on the Internet; she was snooping in administrative files,” says Beverly Slavick. “It just happened that in those files was a memo about our purchasing the software, and she must have seen it. The word got out.

The center has had few problems since. “Occasional e-mail to family and friends is one thing,” Slavick says. “We just didn’t want an emergency call to come in and the nurses to be so busy shopping online, they didn’t have time for it.”

Is returning to school right for you?

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April 7th, 2011

If you are thinking about going back to school you should ask yourself:

Why do I want to go back to school? 

Can I make the time and financial commitment to go back to school?

Is this the right time for me to go back to school?

Higher education can mean higher income.

According to the most recent U.S. Census Bureau report, the median annual income for individuals with a high school diploma was $27,915, and for a bachelor’s degree was $51,206. Individuals that did not have a bachelor’s degree were twice as likely to be unemployed as those who did.  Those employed without a high school diploma averaged a yearly income of $18,734. Individuals who earn a master’s or doctoral degree received an annual average of $74,602 or more than those with out a post-secondary degree. According to the College Board, over a lifetime, the gap in earning potential between the high school graduate and those holding a bachelor’s degree or higher can exceed $1 million.

Statistics project that 75 percent of future positions are expected to require at least some type of certification, licensure or degree. Many individuals are finding with advances in technology they need increase their knowledge and skills to stay competitive in the job market.

Financing your degree.

The cost or tuition will depend on what degree program you chose, what school you go to, and if you attend full-time or part-time.  You also need to consider the cost of books and materials, software, a computer if you don’t have one, and incidentals like parking.

There are many ways to pay for school.

  • Tuition assistance/reimbursement through your company
  • Scholarships and grants
  • Loans
  • Internships /work study

For more information on tuition assistance you can contact your human resource department or the school you are interested in attending.  You can  search on –line for government loan programs.

There are many options to going back to school.

You don’t have to attend a traditional college or university to obtain a degree.  A great way to start is by taking courses at a community college.  If you know what field of work you want to be in, a vocational/technical school may be a better fit than a university.  There are also many schools that have been established to provide curriculums and schedules designed for non-traditional students.

Many colleges and universities also provide programs for non-traditional students.  They offer campus childcare centers, flexible course scheduling. You can also obtain your degree at home. Many degree programs are offered online or through correspondence courses.

Try different resources to help you make an informed decision.

You should always directly contact the school or program to which you are interested applying. Ask lots of questions, there are no “dumb” questions. Fully employ the many on-line recourses to help in the decision-making process. If you know anyone currently in school, ask them about it. Their insight could be invaluable.

Tips for Your New Job

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April 7th, 2011

You might be lucky enough to immediately and effortlessly make lots of friends at your new job, handily accomplish all tasks assigned and be generously granted frequent pay raises.

 

And why shouldn’t you?  But luck doesn’t have to be the deciding factor in the success of your new job.  You’ve worked hard to get it, now here are some tips to keep it.

 

  1. Research the company.  You’ve probably already done much of the necessary research on the company you’ve taken a position with to prepare for the interview process.  Now try to get a feel for the corporate culture and philosophy.  If possible, make contacts within your own social networks who may have inside knowledge of your new employer.  The more you know early on, the easier the transition will be.
  2. Plan ahead.  Make sure you know exactly how long it will take you to get to work in the morning, accounting for traffic and other delays.  Fill up the gas tank the night before.  Plan your attire; the first few weeks of a new job can be physically and mentally exhausting so you don’t want to leave these decisions until the last moment, causing unnecessary stress.  Arrive 15 to 30 minutes early and stay until the majority of the staff has gone; you may be surprised to see how many of your colleagues work beyond the required hours.  These extra few minutes will show your boss your dedication.
  3. Dress for the job you aspire to.  Especially for the first few weeks of a new job, dress conservatively and professionally.  If you’ve taken an entry-level position with a company and you aspire to move up the ladder, the most immediate way for your superiors to see this is to dress the part.  Don’t underestimate first impressions.  Always be prepared to meet with your directors and/or clients and dress accordingly.  And don’t assume Fridays are casual dress day. 
  4. Hold off on “helpful” suggestions.  Be a sponge rather than a watering can for a while.  There will be plenty of time for suggestions, but as the rookie, you need to respect the systems that are in place and work within them.  Avoid, “we used to do it differently at my last job,” types of statements. 
  5. Learn your co-workers names.  This may be a challenge in a large company, but make every effort to learn the names of your immediate team members.  Employ those pneumonic devices, make yourself a cheat-sheet, whatever it takes. 
  6. Avoid office politics and gossip.  Don’t engage, however tempting, in the office gossip.  As in any social situation the workplace is full of rumors and gossip, but your mission is to steer clear of the whispering and remain professional and focused on your assignments.
  7. Track accomplishments.  Keep a list for yourself of activities you are working on and your accomplishments.  Even if you are not responsible for billing hours to clients, you may be asked to show your progress, especially when it comes to review time.  If you work in a large office it may not be easy to get face time with your boss so he or she may not know what you are working on from day to day.  Keep the lines of communication open; your boss is not a mind-reader. 

10 Tips to Avoid Being Swallowed Up

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April 6th, 2011

Keep your firm flexible in all areas, not just staffing.  This includes raw materials, inventory and even office supplies.  Anticipate busy periods and staff up accordingly. If your company manufactures a product, see if you can build to order rather than stock piling inventory.

 Work towards becoming a partner with your customer.  Relationships become all important in tough times.  It’s more difficult to dismiss a business “partner” than it is to resign a vendor.  Ask yourself how can I help my customers’ business succeed and grow?  If your customers’ business grows, yours will too.

Look for ways to do more with less.  Are there cumbersome policies and procedures that have been in place for years?  Organize teams to review each department and come up with ways to streamline operations and improve productivity.

Invest in training.  Life-long learning for yourself and your employees ensures that your staff is ahead of the technology curve.  The business arena is constantly changing and employees who are exposed to new ideas and programs become enthused workers.  Make sure you and your staff have the necessary skills to be competitive.

Make work fun and enjoyable.  These are stressful times with dwindling job security and job loyalty. Employees who look forward to coming to work will always do a better job. Keep out unnecessary stress whenever possible through internal recognition programs, open communications through newsletters and bulletin boards and frequent pats on the back for a job well done. 

Promote teamwork. No one person has all the answers and/or all the skills needed to work on difficult issues.  Rather than spend money on costly outside consultants, turn to your staff for solutions.  The knowledge that they hold the key to increase sales or boost profits builds self esteem and morale.

Have contingency plans.  If a key employee leaves or a competitor moves in with a new product, don’t be caught unaware.  Always have a plan A and a plan B for backup.  In these competitive times a company can’t afford down time.

Keep your business cutting edge — watch and react to trends in your industry and with your competitors.  Where is the competition headed and do you and your company want to go there?  If not, where do you want your company to go and can you get there ahead of the pack?  What are your competitors’ strengths and weaknesses and how do you react to them.  Don’t forget to be objective and look at your own strengths and weaknesses as well.

Make sure you and your company aren’t trying to be all things to all customers.  Do what you do well — and do it really well.  There are profitable niches out there and entire industries have sprung from niche markets.  Find out what the big boys are missing and go after it.

Act like today is the first day of your new job. Encourage your managers to instill this enthusiasm in their staff.  At least once a quarter ask your staff to think “What if…” and look at their department as an outsider. What changes would they make if they acted like their job was new and this was their first day.

If your goal as a business owner is to keep your company intact and under your ownership or management, the key is to be vigilant.  Be assured that if you are not paying attention to your business, someone else is.

Is Someone After Your Job?

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April 5th, 2011

By Phil Blair, president, MANPOWER SAN DIEGO

The era of long marriages between employer and employee is over. The relationship today is more like long-term dating. The average length of time that an employee stays with one company is five to seven years. This is a far cry from the 35 years to retirement at one place.

In today’s turbulent workplace, the odds are that forces are at work —from the outside or from within your company — to disrupt your job security. Employees should check the state of their company and the security of their positions regularly. Don’t assume you needn’t worry just because profits are up.

However, this advice is not intended to make you paranoid, rather diligent. Do a self-assessment. Ask yourself questions like: “What did I learn in the last year?” “Did I attend a seminar, read a book, take an extension class?” It’s this way of thinking that keeps you on your toes and increases your motivation for self-improvement, forcing you to become more proactive, take on more responsibility and remain objective.

Most people begin to get antsy after two years at one job. You need to look for new challenges instead of looking for another job or worse; become complacent in the job you have.
During your first two years on the job, you are most vulnerable to someone stepping into your position. If management sees unremarkable work, they may start to think that “Joe” in the Product Development department has a lot more enthusiasm, is younger and would work for less money. Your company then perceives that you have not been doing a good job and you should be replaced. It’s your job to see this doesn’t happen.

Turn the “does-someone-want-my-job?” fear into positive motivation. At Manpower, we tell people to look for the job they want — even if it’s their current job. Make sure you’re the best person to do your job for the rest of your career. Invest in lifelong learning, offer creative solutions to do your job better and invest in continued self improvement.
Watch successful people and learn from them. At your annual performance review, list your contributions and the extra things you did. Ask your boss what you should be doing to become more promotable. Stay on top of new technology. “Try to be liked by as many people in power as possible,” advises Andrew DuBrin, a professor of management at the Rochester Institute of Technology. “People who keep their jobs generally work efficiently and are well liked.”

People are moving around more than ever. You never know where opportunity is going to knock. In most cases, if you follow the advice of your internal human resource counsel, you’ll continue to do well in your job. However, also be prepared for every possibility. The best thing you can do is to become your own human resource consultant.