Who's Who

3 Houston innovators to know this week

From rethinking dry cleaning or marketing to flipping the script on pop culture events, here's who to know this week in Houston innovation. Courtesy Photos

This week's batch of Houston innovators to know are all rethinking the way things are being done, from dry cleaning and marketing to pop culture events. Scroll through to see who's who in Houston innovation this week.

Safir Ali, founder and CEO of Hamper

Safir Ali leads Houston-based Hamper, which won the Rockets and BBVA Compass' LaunchPad competition. Courtesy of Hamper

It's a good week for Safir Ali, who's company just won a startup competition put on by the Houston Rockets and BBVA Compass. Hamper, his company, makes dry cleaning more convenient for customers with pick up and delivery. His parents run a dry cleaning shop and he always thought it was a bit antiquated.

"I had this 'aha' moment in 2016," Safir says. "I had graduated from Texas A&M in 2014 and was working a corporate job and the last thing on my mind was joining the family business. But I started to see all the pain points for people in dry cleaning." Learn more about Hamper here.

Allie Danziger, founder and president of Integrate Agency

When it comes to setting up a marketing budget for your startup, considering every angle is important, says Allie Danziger of Integrate Agency. Getty Images

Allie Danziger has been focused on digital marketing since before it was cool. The entrepreneur created her Houston agency 10 years ago and has been growing ever since. She wrote a guest column for InnovationMap last week about how startups and small businesses should decide on how much to spend on marketing.

"Industry research suggests spending 5 percent to 12 percent of total revenue on an annual marketing budget," she writes. "At Integrate Agency, we believe marketing spend should be determined from key data points, versus current size." Click here to read the rest of the article.

Michael Heckman, Comicpalooza president and senior vice president at Houston First

Michael Heckman shares about some exciting new aspects of Houston's 11th annual Comicpalooza. Courtesy of Houston First

It's safe to say that Michael Heckman has had a busy weekend. The 11th annual Comicpalooza took over downtown Houston this past weekend, but just because one event is over, doesn't mean Heckman or his team at Houston First Corp. is slowing down.

"Our convention sales team looks to break another record this year," Heckman tells InnovationMap. "We have a lot of major events upcoming — from the college football playoff to the men's basketball Final Four, and we'll eventually pursue another Super Bowl."

Heckman says he has some big ideas for even an innovation-focused conference. Read the rest of the Q&A with Heckman here.

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Building Houston

 
 

Employers across industries need to step up their game when it comes to retention and recruitment. Photo via Getty Images

With Baby Boomers and older generations exiting the workforce in droves and COVID-19 variants still straining hospitals and doctors’ offices, the health-care industry is experiencing its own “Great Resignation” at a time when health-care occupations are projected to add more jobs than any other occupational group.

The U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook reports that “Employment in health-care occupations is projected to grow 16 percent from 2020 to 2030, much faster than the average for all occupations, adding about 2.6 million new jobs … mainly due to an aging population, leading to greater demand for health-care services.”

This greater demand might run into a supply issue if employers don’t act swiftly to find creative ways to retain and recruit their staffs. Today’s workforce knows its value and is no longer so easily enticed or satisfied with basic benefits packages. It’s an employee market and employers across all industries are having to step up and bring their A-game when it comes to retention and recruitment.

What you can do to up your ‘A-game’ in 2022

COVID has taught employers that they must change to survive. Spend the time now to develop a strategic plan that will allow you to adapt and improve throughout the year. Be sure to give yourself a cushion in your budget that will allow you to meet new employee demands as they arise and to be generous with relocation and sign-on incentives when you compete for top talent. You can later list these incentives in your job advertisements and highlight any other benefits that might capture interest and bring talent into your organization.

Start your recruitment and retention efforts with a survey of your staff. Find out what they really need and want from you, then try to find ways to meet their demands. Some simple ways for you to take care of your employees right now include:

Bring employees meals to their floor.

Hospitals are becoming filled up once again with sick patients and most are understaffed as employees are contracting COVID from patients. Treat your staff to healthy food—not cookies and cakes—allow them to really stop and take 15 minutes to breathe and fuel their body. This can be done twice or three times a week for each shift. Talk to them about food options or restrictions so that everyone feels like they can participate.

Bring in a counselor on a monthly basis that employees may access during their shift.

Providing this accessible, valuable resource will give your staff the opportunity to address their mental health and wellness and can help you reduce burnout among your ranks.

Allow at least one meeting a week to be focused solely on your employees.

Often the shift start-up meetings are rushed due to the day’s demands. Spend at least one of these meetings a week asking your team things like, “Where do you feel you impacted someone this week?” or ask everyone to share a personal achievement that has helped them personally keep going. This will help you build unity with your team and develop a more positive, empathetic relationship.

Provide bonus incentives to take on extra shifts.

There’s a lot of work to be done and often too few people to do it, so make it worth their while by offering a bonus for taking on more work than normal. You can also provide an option for them to earn overtime on a rotation so they can plan accordingly and still have opportunities for rest and a life balance.

Help relieve the stress of being in a high-risk environment by offering additional paid sick leave for a COVID-related absence.

The paid leave should be for the employee to quarantine at home and convalesce or care for an immediate family member who has the disease, and it should not take away from their accrued unused time off. Consult your HR advisor or attorney to find out whether paid sick leave is legally required in your jurisdiction.

Say “thank you.”

It may sound overly simple but just having the executive leadership go in and say thank you, shake hands, or even show up to a shift meeting can show the staff that their leadership cares about their hard work and recognizes the excellent care they are providing to their clients and patients. People in health care or associated service industries just want to know that they are making a difference, so share positive feedback from patients when you can. It matters.

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Denise Macik is the manager of strategic HR advisory services for G&A Partners, a leading professional employer organization that has been helping entrepreneurs grow their businesses for more than 25 years.

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