houston innovators podcast episode 142

With freshly opened inclusive coworking space, Houston founders look to continue momentum

Sesh Coworking and its founders Maggie Segrich and Meredith Wheeler are on a roll. Photo courtesy of Sesh

The origin story of Sesh Coworking is familiar to a lot of startups. Meredith Wheeler was looking for a new business opportunity — and the right network and work environment to do that — when she realized she didn't find anything out there that was what she needed. Then she thought — maybe building that was the next business opportunity she was looking for.

"I knew that I wanted each person who was introduced to our community felt unafraid," Wheeler says on this week's episode of the Houston Innovators Podcast. "It's really hard to walk into anywhere where anyone knows each other. I wanted it to feel to people that it was approachable."

Eventually relocating to Houston and syncing up with her now-business partner, Maggie Segrich, Wheeler started hosting pop-up coworking sessions. The meetups evolved into Sesh Coworking's small Montrose space that opened in early 2020.

This year, the duo got to have their dream of a bigger, inclusive coworking space actualized, and both phase one and two of the new Sesh Coworking space has opened in Midtown. Described as Houston’s first female-focused and LGBTQIA+ affirming coworking, Sesh's 2808 Caroline Street location provides its members with over 20,000 square feet of meeting, work, and event space.

With the bigger space, Wheeler and Segrich have the same mission of inclusivity and embracing diversity while growing its membership.

"At the end of the day, what our members really want is a feeling of belonging," Wheeler says. "They might need to get out of the house, and they might need to network a bit more. But what they want is a sense of belonging. Sesh provides that because we are this inclusive community."

Sesh, as the co-founders describe, is an attractive spot for creatives and business owners seeking a community and flexible environment. Membership is $199 a month for coworkers, and now, thanks to the expansion, Sesh also can provide private office space — even to coworker members.

"To jump into a private office — that's a big difference in pricing for some people, and that means that your business has to grow exponentially to get to that point," Segrich says. "So we try to make sure that all our members have access to private spaces for a few hours a day. We know that budgeting restraints are a big deal."

The Midtown location also has a similar opportunity for growing retail businesses. Just like the other members at Sesh, the shop gives retailers a smaller scale and less risky space compared to the costs associated with opening up their own brick-and-mortar shop.

With the challenges from the pandemic and the construction of the new store behind them, Segrich and Wheeler are already looking to the future for the company.

"First Houston — next, the world," Segrich says. "This location we've definitely set up to be the flagship, so there is definitely more Sesh coming whether that's in Houston, Texas, or somewhere else is yet to be determined.

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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.


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

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