making moves

Houston energy company announces new EV business arm

A Houston company has announced a new service that will encourage electric vehicle use. Photo via Getty Images

Houston-based energy retailer Octopus Energy U.S. is now getting its tentacles into the electric vehicle business.

Octopus Energy US on July 6 unveiled Octopus Electric Vehicles, whose first offering is EV Concierge. This new service will help customers lease an EV, and integrate smart charging and billing into their existing energy plan.

New and existing customers in Texas can apply for the beta leasing program at octoev.us. Employees of the program will help customers search for a new or used EV to lease, install an at-home EV charger, and adopt best practices for EV ownership.

“Interest in electric vehicles is at an all-time high. With Texas as the third-largest market for EVs and a global leader in energy, we will be positioned to help customers realize vehicle and energy savings all on one bill,” says Chris George, U.S. director of Octopus Electric Vehicles. “As fossil fuel continues to be impacted by inflation, it’s never made more sense to get an EV paired with smart charging to extract the lowest-priced energy from the grid.”

EV Concierge is paired with Intelligent Octopus, which lets customers access power when it is cheaper and greener while helping balance stability of power grid.

Octopus Electric Vehicles launched in 2018 in the United Kingdom, where parent company Octopus Energy Group is based. In the U.K., Octopus leases EVs, installs at-home chargers, provides EV tax breaks, and provides access to more than 250,000 public charging stations in Europe.

Customers of Octopus Electric Vehicles can lease 65 different EVs from 28 automotive brands.

“We’ve seen that consumers are looking for experts that can offer the full EV package to guide them through their journey,” says Fiona Howarth, CEO of Octopus Electric Vehicles. “With more EV models entering the market every month, and innovative tariffs like Intelligent Octopus making charging your car as easy as [charging] your phone, we only expect the transition to accelerate.”

The launch of EV Concierge comes just a year after Octopus Energy U.S. set up shop in Houston. Establishment of the Houston presence coincided with the company’s $5 million acquisition of Houston-based Evolve Energy.

Last month, Kraken Technologies, the software licensing arm of Octopus Energy Group, picked Houston for its U.S. headquarters.

Octopus Energy Group, valued at nearly $5 billion, entered the U.S. market in 2020. It supplies green energy to more than 3 million retail customers around the world.

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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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