rocket fueled collaboration

New strategic partnership sets out to bolster Houston's space economy

The Ion, NASA, and Rice University have teamed up to create new programming and collaboration within space innovation in Houston. Photo courtesy of The Ion

The Ion innovation district and NASA’s Johnson Space Center are setting up a pipeline for Houston-area entrepreneurs to share ideas and intellectual property with the space agency.

The Ion and NASA are collaborating with Rice University on the new project, which is aimed at creating events, programming, and initiatives to promote the aerospace sector and the use of NASA technologies in the broader economy.

Vanessa Wyche, director of Johnson Space Center, says in a news release that the alliance will “help NASA solve challenges, develop spinoff technologies, grow minority entrepreneurs, and accelerate innovative and tech-forward solutions in Houston.”

Innovations developed through the new project will propel commercialization of space, Wyche says.

Much of the focus of the new alliance will be on minority-owned businesses, as well as aerospace and tech entrepreneurs. The Ion’s Aerospace Innovation Accelerator for Minority Business Enterprises will play a part in this strategy.

As part of the new collaboration, NASA and the Ion will open an application process for interested startups and entrepreneurs in the fall of 2022. The selected applicants will participate in programming through mid-2023.

“NASA’s Johnson Space Center has led the U.S. and the world on an ongoing journey of human exploration, and the Ion is here to accelerate tomorrow’s space endeavors. … Together we will safeguard Houston’s title as ‘Space City’ and advance the global space industry for future missions,” says Jan Odegard, executive director of the Ion.

Houston stands to grab a sizable share of the continuously growing space economy.

A Space Foundation report shows the value of the global space economy rose to $447 billion in 2020, up 4.4 percent from $428 billion in 2019. Morgan Stanley estimates the global space economy could generate revenue of $1 trillion or more by 2040, with satellite broadband representing nearly 40 percent of the sector.

Meanwhile, a report from the U.S. Bureau of Economic Analysis indicates the U.S. space economy accounted for $125.9 billion of price-adjusted GDP in 2019.

In Texas, the annual GDP of the space economy is estimated at $11.7 billion. The Perryman Group, a Waco-based economic analysis firm, forecasts this figure could soar to more than $27.3 billion in 2030 and nearly $57.6 billion in 2040.

The Perryman Group says the Texas space economy is expected to expand about 120 percent faster than the U.S. space economy, with the state’s portion of this economy potentially approaching 15 percent by 2040.

“Texas already plays an important role in space exploration and related industries,” the firm says in a report. “With a major public-sector presence, large and growing private-sector initiatives, and aggressive development efforts, the state is likely to significantly increase its share of the [space economy].”

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Building Houston

 
 

With the consumer price index rising 9.1 percent since last year, many Americans are evaluating new employment opportunities with better pay. However, employees would be wise to consider the risks of accepting a new position in the face of inflation and a possible recession, which could leave employers unable to sustain higher wages and generous benefits.

As a safer option in the longterm, employees may wish to ask for a raise from their current management, yet many do not know how to start the conversation. By understanding best practices for negotiations, employees can improve their chances of obtaining a pay raise without undermining relationships.

Understand the risks of job-hopping

Conventional wisdom suggests that job hopping can result in higher salary increases than an annual raise. During the pandemic, many employees took advantage of labor market shortages to secure new positions for higher pay. However, job hopping presents risks, particularly in an uncertain economic environment. Companies may institute “last in, first out” layoffs, leaving recent hires unemployed.

Even in strong economic conditions, job-hoppers face uncertain outcomes. When employees leave a company, they may leave behind teammates, mentors, client partnerships and friendships years in the making. These relationships can redevelop in a new organization, but employees may find themselves in an unfamiliar setting, facing unrealistic expectations or unexpected challenges that were not clear during the interview process.

Prepare ahead of time

Before approaching management with a request for a raise, employees should understand their own financial needs and how much additional compensation would improve their finances. If inflation has caused financial strain, employees should gather recent data on inflation, including the consumer price index, to share with management. The more information employees can offer about changing economic conditions, the more management will understand and accept their position.

Focus on the positive

Employees should begin a conversation about salary with praise for the organization and a reiteration of their commitment to the team. By beginning on a positive note, employees set the tone for a mutually productive conversation. Although employees may view salary negotiations as adversarial across the table, productive negotiations are a conversation with both employee and employer on the same team.

Likewise, while employees may worry about looking greedy, employees should not let that fear prevent them from opening the conversation. Employers also understand that employees work to meet their financial needs. While employers may face budget constraints or other considerations in salary allocation, strong management also recognizes the importance of nurturing growth among employees, both in compensation and job responsibilities.

Nonetheless, employees should focus the discussion on broader economic conditions like inflation, not on their personal budget items. By acknowledging the economic environment outside of the employer’s control, employees can then respectfully request their salary be adjusted for inflation.

Employees with a record of strong results can also gather data or performance reviews to demonstrate their contributions to the team beyond the expectations of their role. In doing so, employees can frame a salary increase as a celebratory recognition of the mutually successful partnership between employee and employer and an investment in the relationship.

Be flexible if negotiations stall

If employers decline to adjust an employee’s salary for inflation, employees should not give up on negotiating additional compensation or benefits. Rather than a pay raise, employees can ask for reimbursement for gas mileage or additional remote days to cut down on their commutes. If management declines a pay raise based on timing, employees can acknowledge that management may face budgetary constraints, remaining flexible but firm. For instance, a compromise may involve revisiting the discussion in three to six months.

As employees face record-breaking inflation, it remains critical to consider the risks of departing one role for another. By implementing best practices in salary negotiations, employees can secure a salary increase that matches inflation, avoid the uncertainty of job-hopping and invest in the future at their current company.

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Jill Chapman is a senior performance consultant with Insperity,a leading provider of human resources and business performance solutions.

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