10 Houston companies clock in with best corporate cultures, says Forbes

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Houston Methodist boasts a great corporate culture. Photo via TMC.edu

Two of Houston's biggest medical institutions – Houston Methodist and MD Anderson Cancer Center – have just landed top-50 spots on Forbes' new ranking of "America's Best Employers for Company Culture." The report highlighted eight more Houston-area companies for their inspiring company culture.

Forbes partnered with market research firm Statista to survey over 218,000 workers at companies with at least 1,000 employees throughout the U.S, and relied on data from the past three years of employee surveys (with an emphasis on the most recent data and recommendations from current employees). Companies don't pay to be included, Forbes additionally noted.

Among the final list of 600 U.S. companies, 30 Texas employers were praised for providing "a unifying company culture that inspires a sense of purpose and loyalty among employees."

Houston Methodist climbed into the No. 15 spot nationally and outranked all other Texas companies on the list, while MD Anderson ranked 47th nationwide. Both institutions have dominated U.S. News' annual rankings of the best Texas hospitals for over a decade, proving exactly how having a great company culture can also improve the service provided to patients.

MD Anderson Cancer Center MD Anderson Cancer Center has been the No. 1 best cancer hospital in the U.S. for over a decade. Photo courtesy of KVUE

According to the report's research, employers with a successful company culture don't rely on "surface-level perks" such as free lunches, wellness apps, and flex days to inspire employee engagement. Instead, employers that focused on conflict resolution and coaching their managers saw a reduction in employee burnout and an increase in "perceptions of fairness and leadership care."

"In fact, the researchers noted that when 'senior leaders changed how they led — how they ran meetings, gave feedback, made decisions and responded to challenge — trust scores rose by an average of 26 percent,'" the report said.

The eight other Houston-area companies that earned national acclaim for their company culture are:

  • No. 220 – Stewart Info Services
  • No. 325 – BP
  • No. 332 – Baylor College of Medicine
  • No. 492 – Chevron Phillips Chemical, The Woodlands
  • No. 525 – Insperity
  • No. 558 – NRG Energy
  • No. 586 – Waste Management
  • No. 593 – LyondellBassell

Other Texas employers with great company culture:

Elsewhere in Texas, 15 North Texas companies and five Central Texas companies were included on Forbes' list of employers with the best company culture.

The three Austin-area companies that earned spots on the list include Austin Community College District (No. 56), Round Rock-based Dell Technologies (No. 207), and Keller Williams Realty (No. 352).

The two San Antonio-based companies that made the cut are beloved Texas grocery chain H-E-B (No. 445), and municipal electric utility company CPS Energy (No. 551).

The 15 Dallas-Fort Worth-based companies that made the list include:

  • No. 58 – The Container Store, Coppell
  • No. 73 – Lewisville Independent School District, Lewisville
  • No. 117 – Southwest Airlines, Dallas
  • No. 123 –Topgolf, Dallas
  • No. 170 – McKesson, Irving
  • No. 190 – Kimberly-Clark, Irving
  • No. 245 – Jacobs Solutions,Dallas
  • No. 312 – Brinker International, Coppell
  • No. 350 – Texas Health Resources, Arlington
  • No. 482 – Toyota North America, Plano
  • No. 562 – Dallas Area Rapid Transit (DART), Dallas
  • No. 567 – AT&T, Dallas
  • No. 569 – Energy Transfer, Dallas
  • No. 591 – American Airlines Group, Fort Worth
  • No. 597 – Aimbridge Hospitality, Plano
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This article originally appeared on CultureMap.com.

Building a strong learning culture and refining your strategies now will strengthen your current employees’ engagement and attract top-notch talent in the future. Photo via Getty Images

Learning culture fosters business success, per this Houston expert

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Employee training is often seen as synonymous with learning and development, but there are significant differences. Understanding the differences can help elevate your organization’s programs and foster a learning culture.

Training teaches employees to perform the core duties of their role, typically competency and task/skills-based learning. Training is usually leveraged when the goal is to elevate an employee’s performance in their current role.

Learning and development (L&D) programs give employees the resources to grow within their current role and ready them for their possible advancement into new positions and/or another role or function. This development should be a collaborative effort with the employee to support the employee’s growth goals. L&D programs build and strengthen your organization’s learning culture, which encourages employees to lean into the overall corporate culture and promotes employee engagement.

There are major benefits when developing L&D programs that impact business success, including:

Employee retention

Employee turnover occurs in every organization, regardless of the work culture. As we continue to maneuver a tight labor market, it is important to consider how each business initiative impacts employee retention. Leadership should not focus on L&D potentially preparing employees for their next position outside the organization. According to LinkedIn’s 2024 Workplace Learning Report, organizations with a strong learning culture saw a 57 percent boost in employee retention. It is much better to invest in and retain your current employees today to drive business success, rather than be forced to invest in constant hiring and onboarding initiatives. Investing in L&D shows your workforce that you value them and care about their future within the company. L&D is a sound investment in your most valuable resource, your people.

Upskilling and reskilling

Today’s labor market has brought increased attention to the value of upskilling and reskilling, with upskilling reducing the skill gaps and preparing employees to advance within your organization, while reskilling teaches employees how to perform an entirely new set of skills. Insperity’s 2024 Business Outlook Report surveyed small- and medium-sized businesses, finding that almost 75 percent either had or planned to introduce an upskilling strategy.

A learning culture is the foundation for upskilling and reskilling within your organization and creates agility in the talent within your business. Upskilling and reskilling opportunities can be individually customized to meet your employees’ career goals, skill sets and the needs of the organization. When members of your workforce experience upskilling and reskilling, others within the organization may be motivated to grow within the organization as well.

Employer branding

Information travels about your organization, whether good or bad. When there are ample L&D opportunities, it improves your employer brand and helps attract top talent who are looking for growth opportunities. A learning culture is a competitive advantage when competing for talent. When the competition does not invest in L&D, your business will stand out more to their employees and prospective candidates as an opportunity for growth and development.

Leveraging your L&D programs and knowing the opportunities available are important for recruiting success. Highlighting upskilling and advancement opportunities are especially important as many employees who choose to work with startups and small businesses want to have a hand in the company’s growth and success. It is also important to discuss how your organizational culture supports learning on the job.

Building a strong learning culture and refining your strategies now will strengthen your current employees’ engagement and attract top-notch talent in the future. Success in business always begins with a focus on your people.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

In his new book, Houstonian Brad Deutser explores how increasingly important a sense of belonging is in the workplace. Photo via Getty Images

Houston innovator explores importance of belonging within the modern workforce

guest column

Even in a highly digital, globalized world, the essence of business remains the same: a vibrant tapestry of people working together towards a common goal.

Regardless of how fractured business focus can become, people are at the center of everything that brings business success. And people all share in our fundamental human need to belong to something greater than ourselves and to experience a sense of community, support, and affiliation with others.

The intricacies of human connection underpin our collective drive for unity and purpose, which becomes profoundly disrupted when an organization loses sight of prioritizing its employees. To prevent the Great Disconnect from further eroding our people and forestalling the perils of losing their best and brightest people, leaders must cultivate a deep understanding of, and commitment to, fostering organizational belonging.

The recent groundbreaking study by the team behind Deutser's Institute for Belonging, incorporating the perspectives of nearly 15,000 employees, crystallizes this sentiment. Our results overwhelmingly indicate that an employee's sense of belonging outstrips both their perception of organizational culture and their salary as key determinants of engagement, satisfaction, and overall performance. Previously, employers believed the inverse to be true. This is a significant shift in the attitudes of the workforce.

Unless leaders devote considerable energy, time, and resources towards nurturing an organizational culture of belonging, they may risk depleting their most valuable asset: their people. This article delves into the intricate details of our research and the consequent implications for leadership, aiming to provide a blueprint for leaders to build an inclusive and empowering workspace.

In another of our studies with 275 employees, a staggering 90 percent affirmed the importance of experiencing a sense of belonging at work. Broadening our research to an expansive sample of 14,709 employees across diverse industries and roles, we found an undeniable correlation: individuals who experienced a sense of belonging exhibited significantly higher levels of engagement, job satisfaction, and effort. The most striking understanding about this work was that belonging predicts satisfaction, engagement, and commitment to the organization over and above employees’ views of the culture or strategy.

As leaders, we’ve seen a decades long placement of culture and strategy at the top — but it is belonging that really drives performance. Another adjunct study, employing an experimental design with 71 employees, validated that employees would willingly forego higher compensation and be more inclined to stay at an organization that nurtures their sense of belonging. In sum, organizations and leaders stand to gain substantially by investing in nurturing connections, empowerment, and unity among their teams.

In our survey research, conducted with a sample of 14,709 employees, we used a five-dimensional measure of organizational belonging, encapsulating:

  1. Acknowledgment and appreciation of individual opinions.
  2. Fostering a strong sense of team unity.
  3. Opportunities for professional growth within the company.
  4. Optimal alignment between job responsibilities and individual skill sets.
  5. Trust in leadership’s commitment to their welfare.

Although there are many definitions out there, we define belonging as where we hold space for something of shared importance. It is where we come together on values, purpose, and identity; a space of acceptance where agreement is not required but a shared framework is understood; where there is an invitation into the space; an intentional choice to take part in; something vital to a sense of connection, security, and acceptance.

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Brad Deutser is the founder and CEO of Deutser, a Houston-based consulting firm, and author of BELONGING RULES: Five Crucial Actions that Build Unity and Foster Performance. Isabel Bilotta is managing consultant and head of learning and innovation at Deutser's learning initiative.

Whether it's the “Great Resignation” or the “Great Reallocation,” here's what you need to know about the pandemic's lasting effects on the workforce. Photo via Getty Images

Houston expert: Here's how the pandemic affected the workforce

guest column

The pandemic has altered many aspects of American life, but perhaps none as much as the way Americans work – or, if they work at all. One startling phenomenon resulting from the pandemic is a massive exodus of people leaving the workforce. On average, around 4 million employees quit their jobs each month in 2021, with resignations accelerating toward the end of last year and hitting a record 4.5 million in November.

These mass departures have created an imbalance in the labor market. As of December 2021, there were 10.9 million job openings in the United States, but only 6.3 million unemployed workers. This imbalance has contributed to the supply chain issues that have plagued many industries, as well as to some of the wage and price inflation we are seeing. Inflation has been rising while our labor force participation rate has plummeted to 61.9 percent, back to around where we were in the mid-1970s. In other words, only about 3 out of 5 working-age adults are actually working.

Embedded in the resignation data are really two types of people: those who are leaving the workforce permanently, and those who are leaving their current jobs for better, or more flexible, work. If the former group refers to a trend dubbed the “Great Resignation,” the latter is more aptly described as the “Great Reallocation.” Although fundamentally different, both trends tell us something important about the ways in which American work life has changed in the wake of the pandemic.

Workers permanently leaving the workforce may be doing so for a variety of reasons. Pre-pandemic, America was already in the Baby Boomer retirement cycle. So, for many people who might have been a year or two away from retirement before the pandemic, the fear and uncertainty resulting from COVID-19 simply delayed those plans. But with 2021’s stock market gains, and retirement accounts flush with cash, many people felt secure enough to pursue the retirement they put off during 2020’s uncertainty.

Another subset of people leaving the workforce likely did so out of a legitimate fear of COVID-19 or, on the flip side, because of burgeoning vaccine mandates. As Americans learn to live with COVID-19, and with many vaccine mandates being struck down or withdrawn, some of these workers will return to the workforce, while others will opt for retirement to avoid these issues. Additionally, with the advent of virtual school across much of the United States, many parents felt pressure to either quit working and stay home with their kids or quit an in-person job to find a work-from-home job.

Still another subset of workers—primarily those in lower-wage jobs—chose to stay home because government subsidies stemming from the pandemic equaled or, in some cases, exceeded their expected earnings from work. Since those subsidies largely ended, many of these workers have been looking to reenter the workforce. However, with the rise of artificial intelligence algorithms pruning resumes for “fit” with certain jobs, a significant employment gap on a worker’s resume could create problems for many who are now seeking work. In any event, many workers looking to get back in the game could benefit from having an expert optimize their resumes so they are attractive to the gatekeeper’s new electronic eye.

Another group of workers resigned to start their own businesses. From January to November 2021, nearly 5 million new businesses were created in the United States. This represents a 55 percent increase over the same period in 2019, which was a boom year right before the pandemic.

The workforce gap stemming from the “Great Resignation” has substantially increased employee bargaining power. In an effort to bridge that gap, employers have been engaged in a war for talent that will continue or, absent a market disruption, even intensify in 2022. In this tight labor market, employers have been realizing that there is a competitive advantage to recruiting talent away from competitors. Wages are up, with no downturn in sight. In November of 2021 alone, pay was up 3.2 percent for employees remaining in their existing jobs. But, for those employees who switched jobs, pay increased 4.3 percent, revealing an advantage to employees looking to “upgrade” their positions. To attract employees, employers are not only offering higher wages, but also, other enticements like signing bonuses, retention bonuses, private offices, and hybrid or fully remote working arrangements.

The pandemic also changed employees’ perspective on work. People became introspective and reevaluated their wants and needs. With so many forced to work from home at the onset of the pandemic, and the overall success of working from home, the flexibility that accompanies working from home has now become ingrained in people’s psyches. Many now prefer or demand jobs with greater flexibility. The success of the work from home phenomenon has also caused several employers to embrace nationwide recruiting of remote workers. These employers greatly benefit from mining a nationwide talent pool and their employees love being able to live where they want, work from home, and still receive great pay. Now, if you want to live in a cabin in Montana or a beach house in Florida, you can do that and still get Silicon Valley pay.

Given the pandemic-driven new market realities, a few things have become clear. First, work from home, to a greater or lesser extent, is here to stay. Second, whether employees work from home or at a business, if we hope to solve supply chain problems, get products back on shelves, and stem the tide of inflation, we need to get Americans back in the workforce. Third, for those considering going back to work, there is no better time than now.

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Scott Nelson is a Houston-based partner at Hunton Andrews Kurth focused on labor and employment.

Maintaining employee engagement can be tough this time of year even pre-pandemic. Here are some tips and considerations from a local expert. Photo via Getty Images

Houston expert: How to keep your employees engaged during the holidays

Guest Column

When you combine standard holiday distractions with a year of prolonged and intensified stress, it can result in an exhausted team and real employee engagement (and productivity) problems for your business.

So, what can you do to minimize the impact of this year's holiday slump? It starts with understanding why employees tend to disengage during the holidays.

Reasons your employees are less engaged around the holidays

While employee engagement is something to be focused on throughout the year, the holiday season can be a particularly challenging time. Pre-pandemic, common distractions included holiday parties, upcoming travel plans, and the pressure to find the perfect gift.

This year, travel and large holiday gatherings will likely take a back seat to burnout, pressure to keep family safe, and a different kind of shopping stress (like factoring in delivery times), which could pull employees away from work commitments.

Plus, the business gets busier. While not every business is seasonal, the end of the year tends to be a busier time for many companies, especially for those whose fiscal year matches the calendar. For these companies, the arrival of the holiday season can be an abrupt reminder that they only have a few days left to accomplish the year's goals, meet their annual quotas, or close out requests they've been meaning to get to throughout the year.

We also have the arrival of flu season. When you combine cold and flu season with a very contagious coronavirus, you can be looking at sidelining even the most dedicated employee for days or even weeks. And, unlike vacations, employers have a much harder time planning for illness.

There's also the end of the school session. Working parents are looking forward to spending quality time with their family, and prior to time off from work, they may still need to make childcare arrangements during the workday, the cost of which can be burdensome at the holidays.

Ideas for boosting employee engagement around the holidays

Even though the holidays can compound workplace stress, there are effective strategies you can put in place to minimize the impact of any holiday-related slumps:

Plan ahead. The single most important thing employers can do to prepare for the holiday season is to plan ahead. If you haven't already, make sure you have all PTO requests in. Forecasting for a lighter staff or arranging additional coverage and adjusting timelines for projects during the holidays can help you meet year-end objectives without intensifying the strain on your already stressed team.

Be flexible and understanding. It's important to try to be as accommodating as you can (within reason). Between potential illnesses, family responsibilities, and added financial burdens, employees will appreciate a little more flexibility and understanding during the holidays. Allowing employees to adjust their schedules or even work overtime to complete projects can build morale and have a positive impact on your bottom line. If you can't accommodate employees' requests, communicate early, and keep an open dialogue to help them understand why. Loyal employees want the company to succeed as much as you do.

Encourage employees to stay healthy. We've all come to understand that more than ever this year. Keeping any wellness programs in place (online or otherwise) can make a big difference. To help keep your staff healthy, happy, and productive during the holidays, you can:

  • Host a flu-shot clinic or encourage employees to get one from their healthcare provider
  • Provide general tips and education about the importance of getting enough rest
  • Make sure common areas are cleaned thoroughly for those present in workplace facilities

Embrace the holiday spirit. While it may not be appropriate for every employer to focus on a specific holiday tradition, ignoring the holiday season isn't going to improve engagement. In fact, a little holiday cheer is exactly what most of us need this year. Even if your team is fully remote you can host intentional, inclusive activities to help employees decompress and encourage camaraderie and collaboration.

Show appreciation for your employees. A little extra employee appreciation or recognition is always needed and welcomed. Your team has worked through some very difficult times in 2020. Celebrate their successes with (if possible) an end-of-year bonus, a complimentary meal, a meaningful gift, or simply a kind email or handwritten note. The holiday season is a great opportunity to show your appreciation for all of your team's hard work. It can be a much-needed reset for what we all hope is a much-improved 2021.

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Susan Crowder, senior HR adviser at Houston-based G&A Partners.

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6 finalists compete to be crowned Houston's 2025 Startup of the Year

Cast Your Vote

We're just two weeks away from the 2025 Houston Innovation Awards, and while our expert panel of judges will determine the winners in most categories, one award is up to you.

Voting is now open for our people's choice award: 2025 Startup of the Year. Six exceptional finalists are in the running for the title, and your votes will determine the winner.

From rugged humanoid robots to next-generation sustainable materials, each of these startups is making an impact on the innovation ecosystem in Houston — and beyond.

Read about our Startup of the Year finalists and their missions below, then cast your vote. You can vote once per day through November 12, so make your voice heard.

The winner, along with winners in all other categories, will be revealed live at our event on November 13 at Greentown Labs. Tickets to the 2025 Houston Innovation Awards are available now — get yours today.

Eclipse Energy

Eclipse Energy, previously known as Gold H2, is a climatetech startup converting end-of-life oil fields into low-cost, sustainable hydrogen sources. The company completed its first field trial this summer, which demonstrated subsurface bio-stimulated hydrogen production. Eclipse Energy says Its technology could yield up to 250 billion kilograms of low-carbon hydrogen.

FlowCare

FlowCare is developing a period health platform that integrates smart dispensers, education, and healthcare into one system to make free, high-quality, organic period products more accessible. FlowCare is live at prominent Houston venues, including Discovery Green, Texas Medical Center, The Ion, and, most recently, Space Center Houston, helping make Houston a “period positivity” city.

MyoStep

MyoStep is a next-generation, lightweight, soft exoskeleton developed at University of Houston for children with cerebral palsy. The soft skeleton aims to address motor impairments that impact their ability to participate in physical activities, self-care, and academics, via an affordable, child-friendly solution that empowers mobility and independence.

Persona AI

Persona AI is a humanoid robotics startup that is creating rugged, autonomous robots for skilled, heavy industry work for various "4D" (dull, dirty, dangerous, and declining) jobs. In May, the company announced a memorandum of understanding with HD Korea Shipbuilding & Offshore Engineering, HD Hyundai Robotic, and Vazil Company to create and deploy humanoid robots for complex welding tasks in shipyards. The project will deliver prototype humanoids by the end of 2026.

Rheom Materials

Rheom Materials is a next-generation startup developing biobased materials for a more sustainable future. Its two flagship offerings are Shorai, a sustainable leather alternative that is usable for apparel, accessories, car interiors, and more, and Benree, an alternative to plastic without the carbon footprint.

Solidec

Solidec is a chemical manufacturing company developing autonomous generators that extract molecules from water and air and convert them into pure chemicals and fuels that are free of carbon emissions. The technology eliminates the need for transport, storage, and permitting.

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The Houston Innovation Awards program is sponsored by Houston Community College, Houston Powder Coaters, FLIGHT by Yuengling, and more to be announced soon. For sponsorship opportunities, please contact sales@innovationmap.com.

6 Houston startups disrupting industries with innovative technology

meet the finalists

Houston is no stranger to technology that's shaping the future. As the longtime location of NASA Johnson Space Center to home base for new ventures disrupting industries with their technology, the Bayou City has had its finger on the pulse of what's new and next for decades.

The Deep Tech Business category in our 2025 Houston Innovation Awards will honor an innovative startup providing technology solutions based on substantial scientific or engineering challenges, including those in the AI, robotics and space sectors.

Six deep tech companies have been named finalists for the 2025 award. They range from a company developing predictive software to accelerate the energy transition to a new venture that's developing humanoid robots.

Read more about these businesses, their founders and their breakthrough technologies below. Then join us at the Houston Innovation Awards on Nov. 13 at Greentown Labs, when the winner will be unveiled.

Tickets are now on sale for this exclusive event celebrating Houston Innovation.

ARIX Technologies

Industrial and robotics company ARIX Technologies is an integrated robotics and data analytics company that delivers inspection services. Its ARIX VENUS robot combines aerospace-grade engineering, advanced non-destructive testing (NDT) and AI-powered analytics to detect hidden corrosion under insulation for the downstream energy, petrochemical, and chemical processing sectors.

ARIX was founded in 2017 by Dianna Liu, a former ExxonMobil engineer. Craig Mallory serves as CEO. The company reports that it is scaling deployments with major Gulf Coast refineries, expanding its analytics platform to include predictive corrosion modeling and growing a global partner program.

Little Place Labs

Space tech company Little Place Labs is developing an AI, machine-learning software across a network of satellites that can provide insights from space in under seven minutes.

The company was founded in 2022 by CEO Bosco Lai and CTO Gaurav Bajaj. The company recently received an award from the U.S. Space Force that will support it in deploying multiple applications and products onto more than 55 satellites over the next 36 months for both national security and commercial use cases. The company won the Security, GovTech & Space competition at the SXSW Pitch showcase last year.

Newfound Materials

Newfound Materials has developed a predictive synthesis software platform for accelerating the discovery of novel materials for critical energy applications, such as batteries, magnets, catalysts, and more. It guides users on the best experiments to try in the lab to optimize the synthesis of their materials.

Newfound Materials was founded in 2024 by CEO Matthew McDermott and participated in the inaugural Activate cohort. The company plans to release a public web app soon. It also has plans to raise a pre-seed or angel round.

Paladin Drones

Paladian develops drone-as-first-responder (DFR) systems for public safety. Its technology gives first responders live aerial video before teams arrive, enabling quicker decisions, better resource allocation and reduced false alarms.

The company was founded in 2018 by Divyaditya Shrivastava and participated in the Y Combinator accelerator that year. The company raised a $5.2 million seed round in 2024 and another round for an undisclosed amount earlier this year. In the future, it plans to expand its DFR deployments into more cities, offer new payload delivery capabilities (like delivering Narcan and life vests), and enhance deconfliction features.

Persona AI

Persona AI is building modularized humanoid robots that aim to deliver continuous, round-the-clock productivity and skilled labor for "dull, dirty, dangerous, and declining" jobs.

The company was founded by Houston entrepreneur Nicolaus Radford, who serves as CEO, along with CTO Jerry Pratt and COO Jide Akinyode. It raised eight figures in pre-seed funding this year and also expanded its operations at the Ion. The company is developing its prototype of a robot-welder for Hyundai's shipbuilding division, which it plans to unveil in 2026.

Tempest Droneworx

Tempest Droneworx provides real-time intelligence collected through drones, robots and sensors. Its Harbinger software platform shares data through a video game engine and aims to provide teams with early warning and insight to help them make decisions faster.

The company was founded in 2021 by CEO Ty Audronis and COO Dana Abramovitz. It participated in the Mass Challenge Air Force Labs and won the Best Speed Pitch at SXSW earlier this year. The company is currently raising a $2.5M seed round.

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The Houston Innovation Awards program is sponsored by Houston Community College, Houston Powder Coaters, FLIGHT by Yuengling, and more to be announced soon. For sponsorship opportunities, please contact sales@innovationmap.com.


Houston has the lowest inflation problem in the U.S., new study finds

Money Talk

Despite the national inflation rate sitting at 3 percent as of September 2025, the impact of inflation on Houston and the surrounding area isn't as severe as the rest of the U.S., a new study has revealed.

Houston-The Woodlands-Sugar Land ranked as the metro with the smallest inflation problem in the U.S. in WalletHub's October 2025 "Changes in Inflation by City" report.

The study tracked inflation changes for 23 major metropolitan statistical areas (MSAs) using Consumer Price Index data from the latest month available and compared to data from two months prior. The analysis also factored in inflation data from last year to analyze both short- and long-term inflation changes.

Compared to two months ago, the inflation rate in Houston fell by 0.1 percent, and local inflation is only 1.10 percent higher than it was a year ago, WalletHub said.

Houston residents may be feeling the sting a lot less than they did in January 2024, when WalletHub said the city had the 7th highest inflation rate in the country. And yet, Houstonians are increasingly concerned with the economy and its effects on inflation, a recent University of Houston survey found.

A separate WalletHub study named Texas the No. 1 most "financially distressed" state in the U.S. for 2025, adding to the severity of Texans' economical woes.

U.S. cities with the worst inflation problems

Denver-Aurora-Lakewood, Colorado topped the list as the city with the No. 1 worst inflation problem as of September. The Denver metro saw a 1 percent uptick in inflation when compared to two months prior, and it's 3.10 percent higher than it was a year ago.

Elsewhere in Texas, WalletHub ranked Dallas-Fort Worth-Arlington as the metro with the 8th lowest inflation problem nationwide. That's a fair shift from a previous report from June 2025 that ranked DFW the No. 1 U.S. metro with the lowest inflation issues.

The top 10 metros where inflation has risen the most as of September 2025 are:

  • No. 1 – Denver-Aurora-Lakewood, Colorado
  • No. 2 – Los Angeles-Long Beach-Anaheim, California
  • No. 3 – Chicago-Naperville-Elgin, Illinois-Indiana-Wisconsin
  • No. 4 – Boston-Cambridge-Newton, Massachusetts-New Hampshire
  • No. 5 –Minneapolis-St. Paul-Bloomington, Minnesota-Wisconsin
  • No. 6 – (tied) Philadelphia-Camden-Wilmington, Pennsylvania-New Jersey-Delaware-Maryland and Washington-Arlington-Alexandria, D.C.-Virginia-Maryland-West Virginia
  • No. 8 – Anchorage, Alaska
  • No. 9 – New York-Newark-Jersey City, New York-New Jersey-Pennsylvania
  • No. 10 – San Diego-Carlsbad, California
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This article originally appeared on CultureMap.com.

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