How to prepare your business for severe weather, according to this Houston expert

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In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Photo via Getty Images

Unprecedented severe weather events are becoming more frequent and intense. Proactive business planning is critical to navigating what Mother Nature has in store for us.

In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Employers are responsible for safeguarding their employees and assets during these emergencies, which requires establishing an emergency action plan as a foundation of preparedness.

Develop an Emergency Action Plan

If your business does not have an emergency action plan (EAP), today is the perfect time to start it so you are prepared with a response strategy. This clearly written plan is a blueprint for how your business will react and protect employees when severe weather strikes. The more detailed the EAP, the better you and your employees will respond in a time of crisis. Within the EAP, it is important to outline specific protocols, designate key roles and responsibilities and establish communication channels for employees and clients. As power can be an issue during severe weather events, outlining various communication channels is helpful.

Identify Key Employees

During an emergency, you need to know who has the authority to make the decisions that impact your employees and your business. The designated person needs to assess the situation, determine whether employees should work remotely or shelter in place, and communicate these decisions clearly and quickly. This person is usually on the leadership team and can be trusted to make clear decisions, act promptly and communicate effectively to mitigate undue risks.

Implement Regular Emergency Training

Practice makes perfect. A plan on paper is the first step, but it must be practiced and drilled so everyone knows what to do, asks questions and makes any needed adjustments, all when the stakes are not as high. Familiarity with emergency procedures through periodic training and drills allows employees to practice evacuation routes, assembly points and safety protocols.Incorporating local emergency responders in safety drills familiarizes employees with the roles and responsibilities of each group. Through this emergency training, your teams will become confidently prepared to calmly respond to emergencies.

Provide a Swift and Orderly Response

Proactively thinking through and planning for location-specific emergency situations allows business owners to mitigate risks associated with severe weather events and quickly respond when a crisis strikes. When your business is prepared, there is less downtime and disruption to business operations, it protects physical assets, and most importantly, it prioritizes the safety and well-being of employees.

Houston experiences a wild mix of severe weather situations, which makes proactive business planning and preparedness even more critical. Prioritizing EAP development and implementation, designating responsible decision-makers, conducting regular training and drills, and ensuring clear communication channels sets the stage for a resilient organization in severe weather. Additionally, establishing a clear EAP helps foster a culture of safety and readiness that can significantly protect lives and livelihoods during times of crisis.

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Ray Brock is a director of safety services with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.

This article originally ran on EnergyCapital.

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While numerous factors outside of work impact individual mental health, employers can make a difference with a few key steps. Photo via Getty Images

How Houston businesses can support employee mental health in 2023, according to expert

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In 2023, it is imperative leaders keep the wellbeing of their workforce at the forefront of their minds.

According to an October 2022 publication from the McKinsey Health Institute, 59 percent of the global workforce report having at least one mental health challenge either now or in the past. These challenges not only threaten employee wellbeing but can also impact performance by a reduction in productivity.

Numerous factors outside of work impact individual mental health. Nonetheless, employers can make a difference with a few key steps, such as properly training management to mitigate toxic behaviors, prioritizing inclusivity and providing mental health resources.

Management training

To start, leaders need to prepare their managers to set the tone for employees. Frontline managers can have a large influence on employee wellbeing through their daily interactions with their teams. Even if organizations offer a host of mental health benefits, employees might not take advantage if their managers do not buy in. There is no substitute for the genuine care and concern that a supportive manager offers their employees, and they can tell the difference when they are authentically cared for or not.

Although the vast majority of managers have good intentions toward their employees, managers also may hold themselves and their teams to high standards without realizing the impact on mental health. Managers should receive training in how to respect work-life balance, help employees prioritize their duties, and create and maintain a supportive, positive work environment. These things may not have been on the radar for management in the past, but it is now the norm to lead with the wellness of the whole person in mind.

Beyond helping employees balance their lives, managers also need support in balancing their own, particularly to avoid burnout. Employees and managers may both face pressure to perform, and leaders need to make sure mental health initiatives for junior employees do not simply transfer excessive workloads to their supervisors. To accomplish that, train managers in time- and stress-management techniques and keep the lines of communication open with the executive team. Staying in tune with the pulse of wellness at work requires open communication and the commitment to support work-life balance by all members of the organization.

Prioritize inclusivity

Since 2020, inclusivity has become a bigger and bigger part of the conversation about workplace culture. The impact of a discriminatory workplace on mental health can be profound. When employees experience or indirectly experience discrimination in the workplace, their overall wellbeing suffers, with engagement and satisfaction decreasing as well, according to a 2021 survey from Gallup. The good news is most workplaces already have policies in place to prevent and report discriminatory practices.

However, a truly inclusive workplace will go beyond anti-discrimination policies to create an affirmative environment where employees can fully embrace their identities. Steps to promote inclusivity include celebrating holidays of various cultures, creating opportunities for employees to discuss their heritage and traditions, organizing relationship-focused exercises and offering educational opportunities in the workplace. To promote unity in the workplace, leaders should take care to discourage the formation of cliques and ensure all employees feel welcomed and not judged or mistreated by coworkers. Valuing diversity and honoring the individual drives the culture of tolerance and acceptance, which promotes a harmonious and productive work environment and team.

Provide mental health resources

To promote mental health and wellness, employees need access to the right resources and the knowledge to navigate those resources. In many cases, employees with the biggest mental health challenges may also face the most obstacles in receiving care. For employers offering health care benefits, employees may need training on how to find mental health practitioners in their area. What is more, employees accustomed to inconvenient appointment times or long wait lists for therapists may benefit from learning about online therapy platforms, which can offer care sooner and outside of typical work hours.

Many employers also choose to offer an employee assistance plan, or EAP, which can offer further mental health programs, free of charge. Despite their relevance to employees in need, EAPs are often overlooked and underutilized, making it even more necessary for managers or HR to proactively reach out to employees and educate them about their EAP benefits.

For organizations without the budget to provide health care benefits or EAPs, their leadership should investigate free or low-cost mental health resources in their region. In many cases, local government will provide free access or subsidies for mental health care. Nonprofit organizations may also offer free programs for those meeting eligibility requirements.

Employers should keep in mind employees may feel afraid to use mental health benefits for fear of stigma. While managers should be careful not to intrude on employees’ personal lives, managers can still gently offer caring support to employees who show signs of struggling with mental health, including chronic tardiness, absenteeism, low mood and a sudden change in personality or work performance. The ability to know if a behavior is out of the norm for an employee, the manager needs to have built a relationship with them and to care enough to notice the change.

As employees continue to face mental health challenges in their personal lives, employers can be part of the solution by educating managers, emphasizing inclusivity and offering mental health resources and support. Being a caring human being goes a long way, even at work.

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

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13 Houston businesses appear on Time's best midsize companies of 2025

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A Houston-based engineering firm KBR tops the list of Texas businesses that appear on Time magazine and Statista’s new ranking of the country’s best midsize companies.

KBR holds down the No. 30 spot, earning a score of 91.53 out of 100. Time and Statista ranked companies based on employee satisfaction, revenue growth, and transparency about sustainability. All 500 companies on the list have annual revenue from $100 million to $10 billion.

According to the Great Place to Work organization, 87 percent of KBR employees rate the company as a great employer.

“At KBR, we do work that matters,” the company says on the Great Place to Work website. “From climate change to space exploration, from energy transition to national security, we are helping solve the great challenges of our time through the high-end, differentiated solutions we provide. In doing so, we’re striving to create a better, safer, more sustainable world.”

KBR recorded revenue of $7.7 billion in 2024, up 11 percent from the previous year.

The other 12 Houston-based companies that landed on the Time/Statista list are:

  • No. 141 Houston-based MRC Global. Score: 85.84
  • No. 168 Houston-based Comfort Systems USA. Score: 84.72
  • No. 175 Houston-based Crown Castle. Score: 84.51
  • No. 176 Houston-based National Oilwell Varco. Score: 84.50
  • No. 234 Houston-based Kirby. Score: 82.48
  • No. 266 Houston-based Nabor Industries. Score: 81.59
  • No. 296 Houston-based Archrock. Score: 80.17
  • No. 327 Houston-based Superior Energy Services. Score: 79.38
  • No. 332 Kingwood-based Insperity. Score: 79.15
  • No. 359 Houston-based CenterPoint Energy. Score: 78.02
  • No. 461 Houston-based Oceaneering. Score: 73.87
  • No. 485 Houston-based Skyward Specialty Insurance. Score: 73.15

Additional Texas companies on the list include:

  • No. 95 Austin-based Natera. Score: 87.26
  • No. 199 Plano-based Tyler Technologies. Score: 86.49
  • No. 139 McKinney-based Globe Life. Score: 85.88
  • No. 140 Dallas-based Trinity Industries. Score: 85.87
  • No. 149 Southlake-based Sabre. Score: 85.58
  • No. 223 Dallas-based Brinker International. Score: 82.87
  • No. 226 Irving-based Darling Ingredients. Score: 82.86
  • No. 256 Dallas-based Copart. Score: 81.78
  • No. 276 Coppell-based Brink’s. Score: 80.90
  • No. 279 Dallas-based Topgolf. Score: 80.79
  • No. 294 Richardson-based Lennox. Score: 80.22
  • No. 308 Dallas-based Primoris Services. Score: 79.96
  • No. 322 Dallas-based Wingstop Restaurants. Score: 79.49
  • No. 335 Fort Worth-based Omnicell. Score: 78.95
  • No. 337 Plano-based Cinemark. Score: 78.91
  • No. 345 Dallas-based Dave & Buster’s. Score: 78.64
  • No. 349 Dallas-based ATI. Score: 78.44
  • No. 385 Frisco-based Addus HomeCare. Score: 76.86
  • No. 414 New Braunfels-based Rush Enterprises. Score: 75.75
  • No. 431 Dallas-based Comerica Bank. Score: 75.20
  • No. 439 Austin-based Q2 Software. Score: 74.85
  • No. 458 San Antonio-based Frost Bank. Score: 73.94
  • No. 475 Fort Worth-based FirstCash. Score: 73.39
  • No. 498 Irving-based Nexstar Broadcasting Group. Score: 72.71

Texas ranks as No. 1 most financially distressed state, says new report

Money Woes

Experiencing financial strife is a nightmare of many Americans, but it appears to be a looming reality for Texans, according to a just-released WalletHub study. It names Texas the No. 1 most "financially distressed" state in America.

To determine the states with the most financially distressed residents, WalletHub compared all 50 states across nine metrics in six major categories, such as average credit scores, the share of people with "accounts in distress" (meaning an account that's in forbearance or has deferred payments), the one-year change in bankruptcy filings from March 2024, and search interest indexes for "debt" and "loans."

Joining Texas among the top five most distressed states are Florida (No. 2), Louisiana (No. 3), Nevada (No. 4), and South Carolina (No. 5).

Texas' new ranking as the most financially distressed state in 2025 may be unexpected, WalletHub says, considering the state has a "bigger GDP than most countries" and still has one of the top 10 best economies in the nation (even though that ranking is also lower than it was in previous years).

Even so, Texas residents are stretching themselves very thin financially this year. Texans had the ninth lowest average credit scores nationwide during the first quarter of 2025, the study found, and Texans had the sixth-highest increase in non-business-related bankruptcy filings over the last year, toppling 22 percent.

"Texas also had the third-highest number of accounts in forbearance or with deferred payments per person, and the seventh-highest share of people with these distressed accounts, at 7.1 percent," the report said.

This is where Texas ranked across the study's six key dimensions, where No. 1 means "most distressed:"

  • No. 5 – "Loans" search interest index rank
  • No. 6 – Change in bankruptcy filings from March 2024 to March 2025 rank
  • No. 7 – Average number of accounts in distress rank
  • No. 8 – People with accounts in distress rank
  • No. 13 – Credit score rank and “debt” search interest index rank
Examining these financial factors on the state level is important for understanding how Americans are faring with economic issues like inflation, unemployment rates, or natural disasters, according to WalletHub analyst Chip Lupo.


"When you combine data about people delaying payments with other metrics like bankruptcy filings and credit score changes, it paints a good picture of the overall economic trends of a state," Lupo said.

On the other side of the spectrum, states like Hawaii (No. 50), Vermont (No. 49), and Alaska (No. 48) are the least financially distressed states in America.

The top 10 states with the most people in financial distress in 2025 are:

  • No. 1 – Texas
  • No. 2 – Florida
  • No. 3 – Louisiana
  • No. 4 – Nevada
  • No. 5 – South Carolina
  • No. 6 – Oklahoma
  • No. 7 – North Carolina
  • No. 8 – Mississippi
  • No. 9 – Kentucky
  • No. 10 – Alabama
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A version of this article originally appeared on CultureMap.com.

Digital Health Institute's new exec director aims to lead innovation and commercialization efforts

new hire

Though our existences have become deeply entangled with technology, our health has been slower to catch up. The creation late last year of the Digital Health Institute was a major step into the future for both Rice University and Houston Methodist, for whom the institute is a joint venture.

The latest news for the Digital Health Institute is the appointment of Pothik Chatterjee to the role of executive director.

“The Digital Health Institute’s collaborative model is uniquely powerful,” Chatterjee told Rice University’s office of media relations. “By bringing together clinicians, engineers and entrepreneurs, we’re building an ecosystem designed to transform how care is delivered and experienced.”

Chatterjee’s role is to help grow the collaboration between the institutions, but the Digital Health Institute already boasts more than 20 active projects, each of which pairs Rice faculty and Methodist clinicians.

“Research is great, but what we really want at the Digital Health Institute is to translate those research findings into products and services that can be used at the patient's bedside,” Chatterjee explained to InnovationMap.

Once the research is in place, it’s up to Chatterjee to find commercial opportunities within the research portfolio. Those include everything from hospital-grade medical imaging wearables to the creation of digital twins for patients to help better treat them.

“As we move from vision to execution, Pothik’s expertise will be essential in helping us strengthen the institutional alignment needed to deliver at scale,” Dr. Khurram Nasir, Methodist’s William A. Zoghbi Centennial Chair in Cardiovascular Medicine and division chief of cardiovascular prevention and wellness, told Rice. “From my vantage point of a health system, the real value lies not just in innovation, but in implementation.”

Nasir’s co-founder is Ashutosh Sabharwal, Rice’s Ernest Dell Butcher Professor of Engineering and professor of electrical and computer engineering.

“The Digital Health Institute is a key step toward advancing health and health care for the benefit of humanity,” Sabharwal said. “We’re thrilled to welcome Pothik to our growing team. His background in health care innovation, research administration and venture investing will be instrumental in translating cutting-edge research into impactful digital health solutions. From leading innovation strategy and forging strong partnerships to driving fundraising and grant development, his leadership will help shape the institute’s long-term success.”

Though Chatterjee has previously worked around the country, including in Boston and Baltimore, he says he believes Houston is uniquely positioned to thrive in the digital health space.

“Houston is the best place to do it, because we have Rice and Houston Methodist,” he told InnovationMap. “[People] want to help keep that innovation in Houston, not just send it off to Silicon Valley or New York or Boston. There seems to be a lot of appetite from the philanthropic community to have homegrown Houston digital health innovation.”

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