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How to prepare your business for severe weather, according to this Houston expert

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In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Photo by Brandon Bell/Getty Images

Unprecedented severe weather events are becoming more frequent and intense. Proactive business planning is critical to navigating what Mother Nature has in store for us.

In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Employers are responsible for safeguarding their employees and assets during these emergencies, which requires establishing an emergency action plan as a foundation of preparedness.

Develop an Emergency Action Plan

If your business does not have an emergency action plan (EAP), today is the perfect time to start it so you are prepared with a response strategy. This clearly written plan is a blueprint for how your business will react and protect employees when severe weather strikes. The more detailed the EAP, the better you and your employees will respond in a time of crisis. Within the EAP, it is important to outline specific protocols, designate key roles and responsibilities and establish communication channels for employees and clients. As power can be an issue during severe weather events, outlining various communication channels is helpful.

Identify Key Employees

During an emergency, you need to know who has the authority to make the decisions that impact your employees and your business. The designated person needs to assess the situation, determine whether employees should work remotely or shelter in place, and communicate these decisions clearly and quickly. This person is usually on the leadership team and can be trusted to make clear decisions, act promptly and communicate effectively to mitigate undue risks.

Implement Regular Emergency Training

Practice makes perfect. A plan on paper is the first step, but it must be practiced and drilled so everyone knows what to do, asks questions and makes any needed adjustments, all when the stakes are not as high. Familiarity with emergency procedures through periodic training and drills allows employees to practice evacuation routes, assembly points and safety protocols.Incorporating local emergency responders in safety drills familiarizes employees with the roles and responsibilities of each group. Through this emergency training, your teams will become confidently prepared to calmly respond to emergencies.

Provide a Swift and Orderly Response

Proactively thinking through and planning for location-specific emergency situations allows business owners to mitigate risks associated with severe weather events and quickly respond when a crisis strikes. When your business is prepared, there is less downtime and disruption to business operations, it protects physical assets, and most importantly, it prioritizes the safety and well-being of employees.

Houston experiences a wild mix of severe weather situations, which makes proactive business planning and preparedness even more critical. Prioritizing EAP development and implementation, designating responsible decision-makers, conducting regular training and drills, and ensuring clear communication channels sets the stage for a resilient organization in severe weather. Additionally, establishing a clear EAP helps foster a culture of safety and readiness that can significantly protect lives and livelihoods during times of crisis.

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Ray Brock is a director of safety services with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.
Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

How you should be approaching energy recruiting in 2024, per Houston expert

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The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the energy sector may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

This article originally ran on InnovationMap.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing the energy industry’s potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce 

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Here's what you should consider if you need to make cuts to your business — now or in the future. Photo via Getty Images

4 layoff alternatives energy businesses should consider in a downturn, according to this Houston expert

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Preparing for a potential economic downturn can be unsettling for employers and employees. As payroll is typically one of the largest expenditures for a business, no matter its size, layoffs seem like the quickest fix. While this may offer short-term relief, they can severely impact operations and workplace culture.

When staff is reduced, culture can suffer. Employee morale can decrease and distrust may build, especially if layoffs are not communicated properly. This can lead to the remaining employees feeling anxious about their own future with the organization and spur them to look for employment elsewhere, which can affect an organization’s overall productivity and day-to-day operations.

Business owners should get creative and consider the impact and the many alternatives before resorting to workforce reductions.

Analyze salaries

If the organization’s downturn is short-term, senior leadership and upper management could accept temporary salary reductions until business improves. However, if the situation is more dire, leaders might consider an option such as cutting overhead with job sharing. Employee numbers then remain the same, but two positions become one and it is filled by two part-time employees to support a function or role. Furloughs for non-essential employees give employers time to consider if permanent layoffs are necessary. Of course, this requires an understanding of each performers contribution within the organization to determine overall impact and level of “necessity.”

Look at schedules

Permanent remote work could save on operating costs, such as leases and travel expenses, which gives more budgetary leeway to avoid layoffs. Another approach is implementing a four-day workweek to reduce hours and salaries by 20 percent. The added benefit to a shortened workweek is better employee work-life balance.

Scale Back Benefits

When finances are in a critical state, and leadership is looking to avoid layoffs, employers can scale benefits and perks for all employees. Temporarily pausing the 401(k) match, relying more on virtual business meetings instead of incurring travel expenses, and cutting employee bonuses can help ease the economic burden without letting people go. As with salary reductions, scaling back on benefits should begin with leadership before expanding to others.

Streamline Systems

When auditing the company, employers should also evaluate company processes and workflows for efficiency. It’s possible an employee could be more productive in a different role or a process may be found to be more laborious than necessary. Digital software is another alternative to help streamline systems. Employee feedback is another great resource to help identify gaps and streamline processes. A good practice is to have performers look for ways to make tasks within their role more efficient and productive.

Every decision has its costs. The most important thing employers can do is to be open and honest with employees, including transparency about the state of business. This communication style can increase employee buy-in during economic uncertainty and encourage employees to rally and be part of the resiliency of the organization.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

This article originally ran on InnovationMap.

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New report ranks Texas in the middle for sustainable development

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Texas appears in the middle of the pack in a new ranking of the best states for sustainable development.

SmileHub, a nonprofit that rates charities, examined 20 key metrics to create its list of the best states for sustainable development. Among the metrics it studied were the share of urban tree cover, green buildings per capita and clean energy jobs per capita. Once SmileHub crunched all the numbers, it put Texas in 24th place — one notch above average.

The United Nations defines sustainable development as “meeting present needs without compromising the chances of future generations to meet their needs.”

Here’s how Texas fared in several of SmileHub’s ranking categories:

  • No. 2 for water efficiency and sustainability
  • No. 7 for presence of wastewater reuse initiatives
  • No. 18 for environmental protection charities per capita
  • No. 25 for green buildings per capita
  • No. 34 for clean energy jobs per capita
  • No. 34 for industrial toxins per square mile
  • No. 38 for share of tree cover in urban areas

California leads the SmileHub list, followed by Vermont, Massachusetts, Oregon and Maryland.

When it comes to water, a 2024 report commissioned by Texas 2036, a nonpartisan think tank, recommends that Texas invest $154 billion over the next 50 years in new water supply and infrastructure to support sustainable growth, according to the Greater Houston Partnership.

“The report underscores a stark reality: a comprehensive, sustainable funding strategy for water is necessary to keep Texas economically resilient and competitive,” the partnership says.

Houston-led project earns $1 million in federal funding for flood research

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A team from Rice University, the University of Texas at Austin and Texas A&M University have been awarded a National Science Foundation grant under the CHIRRP—or Confronting Hazards, Impacts and Risks for a Resilient Planet—program to combat flooding hazards in rural Texas.

The grant totals just under $1 million, according to a CHIRRP abstract.

The team is led by Avantika Gori, assistant professor of civil and environmental engineering at Rice. Other members include Rice’s James Doss-Gollin, Andrew Juan at Texas A&M University and Keri Stephens at UT Austin.

Researchers from Rice’s Severe Storm Prediction, Education and Evacuation from Disasters Center and Ken Kennedy Institute, Texas A&M’s Institute for A Disaster Resilient Texas and the Technology & Information Policy Institute at UT Austin are part of the team as well.

Their proposal includes work that introduces a “stakeholder-centered framework” to help address rural flood management challenges with community input.

“Our goal is to create a flood management approach that truly serves rural communities — one that’s driven by science but centers around the people who are impacted the most,” Gori said in a news release.

The project plans to introduce a performance-based system dynamics framework that integrates hydroclimate variability, hydrology, machine learning, community knowledge, and feedback to give researchers a better understanding of flood risks in rural areas.

The research will be implemented in two rural Texas areas that struggle with constant challenges associated with flooding. The case studies aim to demonstrate how linking global and regional hydroclimate variability with local hazard dynamics can work toward solutions.

“By integrating understanding of the weather dynamics that cause extreme floods, physics-based models of flooding and AI or machine learning tools together with an understanding of each community’s needs and vulnerabilities, we can better predict how different interventions will reduce a community’s risk,” Doss-Gollin said in a news release.

At the same time, the project aims to help communities gain a better understanding of climate science in their terms. The framework will also consider “resilience indicators,” such as business continuity, transportation access and other features that the team says more adequately address the needs of rural communities.

“This work is about more than flood science — it’s also about identifying ways to help communities understand flooding using words that reflect their values and priorities,” said Stephens. “We’re creating tools that empower communities to not only recover from disasters but to thrive long term.”

Can the Texas grid handle extreme weather conditions across regions?

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From raging wildfires to dangerous dust storms and fierce tornadoes, Texans are facing extreme weather conditions at every turn across the state. Recently, thousands in the Texas Panhandle-South Plains lost power as strong winds ranging from 35 to 45 mph with gusts upwards of 65 mph blew through. Meanwhile, many North Texas communities are still reeling from tornadoes, thunderstorms, and damaging winds that occurred earlier this month.

A report from the National Oceanic and Atmospheric Administration found that Texas led the nation with the most billion-dollar weather and climate disasters in 2023, while a report from Texas A&M University researchers indicates Texas will experience twice as many 100-degree days, 30-50% more urban flooding and more intense droughts 15 years from now if present climate trends persist.

With the extreme weather conditions increasing in Texas and nationally, recovering from these disasters will only become harder and costlier. When it comes to examining the grid’s capacity to withstand these volatile changes, we’re past due. As of now, the grid likely isn’t resilient enough to make do, but there is hope.

Where does the grid stand now?

Investment from utility companies have resulted in significant improvements, but ongoing challenges remain, especially as extreme weather events become more frequent. While the immediate fixes have helped improve reliability for the time being, it won't be enough to withstand continuous extreme weather events. Grid resiliency will require ongoing efforts over one-time bandaid approaches.

What can be done?

Transmission and distribution infrastructure improvements must vary geographically because each region of Texas faces a different set of hazards. This makes a one-size-fits-all solution impossible. We’re already seeing planning and investment in various regions, but sweeping action needs to happen responsibly and quickly to protect our power needs.

After investigators determined that the 2024 Smokehouse Creek fire (the largest wildfire in Texas history) was caused by a decayed utility pole breaking, it raised the question of whether the Panhandle should invest more in wrapping poles with fire retardant material or covering wires so they are less likely to spark.

In response, Xcel Energy (the Panhandle’s version of CenterPoint) filed its initial System Resiliency Plan with the Public Utility Commission of Texas, with proposed investments to upgrade and strengthen the electric grid and ensure electricity for about 280,000 homes and businesses in Texas. Tailored to the needs of the Texas Panhandle and South Plains, the $539 million resiliency plan will upgrade equipment’s fire resistance to better stand up to extreme weather and wildfires.

Oncor, whose territories include Dallas-Fort Worth and Midland-Odessa, analyzed more than two decades of weather damage data and the impact on customers to identify the priorities and investments needed across its service area. In response, it proposed investing nearly $3 billion to harden poles, replace old cables, install underground wires, and expand the company's vegetation management program.

What about Houston?

While installing underground wires in a city like Dallas makes for a good investment in grid resiliency, this is not a practical option in the more flood-prone areas of Southeast Texas like Houston. Burying power lines is incredibly expensive, and extended exposure to water from flood surges can still cause damage. Flood surges are also likely to seriously damage substations and transformers. When those components fail, there’s no power to run through the lines, buried or otherwise.

As part of its resiliency plan for the Houston metro area, CenterPoint Energy plans to invest $5.75 billion to strengthen the power grid against extreme weather. It represents the largest single grid resiliency investment in CenterPoint’s history and is currently the most expensive resiliency plan filed by a Texas electric utility. The proposal calls for wooden transmission structures to be replaced with steel or concrete. It aims to replace or strengthen 5,000 wooden distribution poles per year until 2027.

While some of our neighboring regions focus on fire resistance, others must invest heavily in strengthening power lines and replacing wooden poles. These solutions aim to address the same critical and urgent goal: creating a resilient grid that is capable of withstanding the increasingly frequent and severe weather events that Texans are facing.

The immediate problem at hand? These solutions take time, meaning we’re likely to encounter further grid instability in the near future.

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Sam Luna is director at BKV Energy, where he oversees brand and go-to-market strategy, customer experience, marketing execution, and more.

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