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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Movers and shakers: Top executive moves in Houston energy transition of 2024

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Editor's note: As the year comes to a close, EnergyCapital is looking back at the year's top stories in Houston energy transition. From new board seats to internal promotions, this year marked a big one for some of Houston's energy leaders. Here were the top five most-read articles covering the mover and shaker news of 2024 — be sure to click through to read the full story.

Growing Houston biotech company expands leadership as it commercializes sustainable products

Nádia Skorupa Parachin joined Cemvita as vice president of industrial biotechnology. Photo courtesy of Cemvita

Houston-based biotech company Cemvita recently tapped two executives to help commercialize its sustainable fuel made from carbon waste.

Nádia Skorupa Parachin came aboard as vice president of industrial biotechnology, and Phil Garcia was promoted to vice president of commercialization.

Parachin most recently oversaw several projects at Boston-based biotech company Ginkjo Bioworks. She previously co-founded Brazilian biotech startup Integra Bioprocessos. Continue reading.

California geothermal co. grows C-suite, grows presence in Houston

XGS has leased 10,000 square feet of office space in Houston. Photo via Getty Images

A geothermal company with its headquarters in Palo Alto, California, has named new members of its C-suite and, at the same time, has expanded its operational footprint in Houston.

XGS Energy promoted Axel-Pierre Bois to CTO and Lucy Darago to chief commercial officer. Darago is based in Austin, and Bois, from France, lists his role as based in Houston on LinkedIn. Both have worked at XGS since February of last year.

“Axel and Lucy’s proven operational excellence and technical knowledge has helped propel XGS forward as we enter our next phase of growth,” Josh Prueher, CEO of XGS Energy, says in a news release. “I’m thrilled to have them both join XGS’ C-suite and have their support as we continue to grow our team, further advance our next-generation geothermal technology, and invest in our multi-gigawatt project pipeline.” Continue reading.

CenterPoint names 40-year industry veteran as exec for emergency response

Don Daigler will be tasked to lead CenterPoint Energy's yearly work in preparation for, response to and recovery from all emergencies, which includes both natural disasters and man-made events. Photo via CenterPoint Energy/LinkedIn

CenterPoint Energy announced the hiring of industry veteran Don Daigler as the new senior vice president of CenterPoint’s Emergency Preparedness and Response.

Daigler will be tasked to lead the company’s yearly work in preparation for, response to and recovery from all emergencies, which includes both natural disasters and man-made events. Daigler and his team will coordinate with all public safety partners.

“I’m pleased to join CenterPoint Energy and lead its Emergency Preparedness and Response team to transform how we prepare, mitigate and respond to the impacts of hurricanes, extreme weather and other emergencies,” Daigler says in a news release. ”The year-round work of our team will help position CenterPoint to deliver the service our customers expect and deserve before, during and after emergencies when the need is greatest.” Continue reading.

Houston private equity professional tapped to lead growth development at firm focused on decarbonization

Climate Investment announced Patrick Yip will lead the firm's growth investment strategy as managing director, head of growth. Photo via LinkedIn

A London-based energy transition investment firm has named a new Houston-based leader.

Climate Investment announced Patrick Yip will lead the firm's growth investment strategy as managing director, head of growth. In his new role, he will oversee the development of CI’s growth-stage portfolio, including deal sourcing, operational function of strategy, and working with the team that manages the firm's early-stage Catalyst program. He reports to the CEO, Pratima Rangarajan.

“We are excited to welcome Patrick to Climate Investment,” Rangarajan says in a news release. “The decarbonization investment opportunity continues to grow rapidly, and Patrick’s extensive experience will help us capitalize on that. He will also provide leadership and develop the market partnerships that will drive our growth investment strategy forward, playing a key role in supporting portfolio market adoption and accelerating the next stage of development for CI.” Continue reading.

Firm hires top Houston-based energy banker to grow energy transition team

Top Houston banker Stephen Trauber has joined publicly traded investment bank Moelis & Co. Image via Shutterstock

Houston energy dealmaker Stephen Trauber has been tapped as chairman and global head of the energy and clean technology business at publicly traded investment bank Moelis & Co.

In 2010, The Wall Street Journalcalled Trauber “one of the best-connected energy bankers in Houston.”

Trauber comes to New York City-based Moelis from Citi, where he recently retired as vice chairman and global co-head of natural resources and clean energy transition. Before that, he was vice chairman and global head of energy at UBS Investment Bank, where he worked with Ken Moelis, who’s now chairman and CEO of Moelis. Continue reading.

Houston expert: Is China leading the global energy transition?

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China plays a big role in the global push to shift from fossil fuels to cleaner energy. It's the world's largest carbon emitter but also a global leader in solar, wind, and battery technologies. This combination makes China a critical player in the energy transition. China may not be doing enough to reduce its own greenhouse gas emissions, but it is leading the way in producing low-cost, low-carbon solutions.

Why Materials Matter

One of the biggest challenges in switching to alternative energy is the need for specific materials like lithium, cobalt, and rare earth metals. These are essential for making things like solar panels, wind turbines, and batteries. In her report, "Minerals and Materials Challenges for Our Energy Future(s): Dateline 2024," Michelle Michot Foss emphasizes the critical role of materials in energy transitions:

"Energy transitions require materials transitions; sustainability is multifaceted; and innovation and growth will shape the future of energy and economies."

China controls much of the supply and processing of these materials. For example, it produces most of the world’s rare earth metals and has the largest capacity for making batteries. This gives China a big advantage but also creates risks. Michot Foss points out:

"China’s command over material supply chains presents both opportunities and risks. On one hand, it enables rapid scaling of technologies like wind, solar, and batteries. On the other hand, it exposes the global market to potential vulnerabilities, as geopolitical tensions and trade barriers could disrupt these critical flows."

China’s strategy for dominating alternative energy materials is also closely tied to its national security interests. By securing control over these critical supply chains, China not only hopes to guarantee its own energy independence but also gains significant geopolitical leverage.

“Is China’s leadership strategic or accidental? China’s dominance is a consequence of enormous excess materials supply chain and manufacturing capacity. A flood of exports are undermining materials and “green tech” businesses everywhere. It heightens vulnerabilities and geopolitical tensions. How do we in the US find our own comparative advantage?” Michot Foss notes that advanced materials should be a priority for US responses, especially as attention shifts to nuclear energy possibilities and as carbon capture and hydrogen initiatives play out.

Balancing Energy Growth and Emissions

GabrielCollins, in his report "Reality Is Setting In: Asian Countries to Lead Transitions in 2024 and 2025," offers another perspective. He focuses on how developing nations, especially in Asia, are shaping the energy transition:

"The developing world, including many countries in Asia, increasingly demand that developed nations’ policy advocacy stop treating the economic and environmental needs of the developing world as an afterthought."

Collins highlights China’s dual strategy: investing heavily in renewables while still using coal to meet its growing energy demand. He explains:

"China, which now has installed a terawatt combined of wind and solar capacity while still ramping up coal output and moving to dominate EV and renewables supply chains and manufacturing."

This strategy appeals to other developing nations, which face similar challenges of balancing energy needs with environmental goals while fostering economic growth and expanding industries.

The Numbers: Progress and Challenges

McKinsey’s Global Energy Perspective 2024 provides some useful data. On the bright side, China is installing renewable energy faster than any other country. In 2023, it added over 100 gigawatts of solar capacity, a world record. Wind energy is growing quickly too, and China leads in producing electric vehicle batteries.

But McKinsey also notes the challenges. Coal still generates more than half of China’s electricity. While renewable energy is growing fast, it’s not replacing coal yet—it’s just adding to China’s total energy capacity.

McKinsey sums it up: China is leading in renewable energy deployment, but its reliance on coal highlights the slow pace of deep decarbonization. The country is transitioning, but not fast enough to meet global climate targets.

Is China Leading or Lagging?

So, is China leading the energy transition? The answer is: it depends on how you define “leading.”

If leadership means building more solar and wind farms, dominating the materials supply chain, and being the leading supplier of low-carbon solutions, then yes, China is ahead of everyone else. But if leadership means cutting their own emissions quickly and shifting away from fossil fuels, China still has work to do.

China’s approach is practical. It’s making progress where it can—like scaling up renewables—but it’s also sticking with coal to ensure its economy and energy needs stay stable.

Final Thoughts

China is both a leader and a work in progress when it comes to the energy transition. Its achievements in renewable energy are impressive, but its reliance on coal and the challenges of balancing growth with sustainability show there’s still a long road ahead.

China’s story reminds us that the energy transition isn’t a straight path. It’s a journey full of trade-offs and complexities, and China’s experience reflects the challenges the whole world faces. At the same time, its focus on national security through energy independence and industrial strategy to build low-carbon export businesses signals a strategic move that is reshaping global power dynamics, leaving the United States and other nations to reevaluate their energy policies.

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Scott Nyquist is a senior advisor at McKinsey & Company and vice chairman, Houston Energy Transition Initiative of the Greater Houston Partnership. The views expressed herein are Nyquist's own and not those of McKinsey & Company or of the Greater Houston Partnership. This article originally ran on LinkedIn on December 5, 2024.


Robotics co. with growing Houston presence closes series B

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Houston- and Boston-based Square Robot Inc. closed a series B round of funding last month.

The advanced submersible robotics company raised $13 million, according to Tracxn.com, and says it will put the funds toward international expansion.

"This Series B round, our largest to date, enables us to accelerate our growth plans and meet the surging global demand for our services,” David Lamont, CEO, said in a statement.

The company aims to establish a permanent presence in Europe and the Middle East and grow its delivery services to reach four more countries and one new continent in Q1 2025.

Additionally, Square Robot plans to release a new robot early next year. The robot is expected to be able to operate in extreme temperatures up to 60 C. The company will also introduce its first AI-enabled tools to improve data collection.

Square Robot launched its Houston office in 2019. Its autonomous, submersible robots are used for storage tank inspections and eliminate the need for humans to enter dangerous and toxic environments.

The company was one of the first group of finalists for the Houston Innovation Awards' Scaleup of the Year, which honors a Bayou City company that's seen impressive growth in 2024. Click here to read more about the company's growth.