Houston expert: How leaders can manage divisive topics in the workplace to maintain a unified culture

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Business leaders can foster a positive and productive work environment by implementing clear policies, focusing on the company's mission, and promoting respect and neutrality amid divisive cultural and social issues. Photo via Getty Images

Social issues to economic pressures and personal challenges are all stressors businesses must face and navigate. When employees face these obstacles, they can impact their performance. Amid it all, business leaders must adopt proactive strategies to maintain morale, professionalism and productivity.

People bring divisive topics into the workplace. Everyone has a different opinion on today’s news and current events, which can excite some and alienate others. Below are key strategies that employers can implement to manage potential conflicts and foster a positive work environment.

Create clear policies

Tempering controversial topics and cultural discussions is done with clear policies that outline acceptable behaviors. These policies should cover physical and virtual workspaces, specifying topics and content that are appropriate for work. What may seem like neutral items, like photos or trinkets seen on a video call, can sometimes stir controversy if they carry controversial associations.

Policies need to clearly state what is considered controversial cultural discussions and what is acceptable to address in the office or post on social media. Exceptions may be needed for discussions protected under the National Labor Relations Act, such as employees discussing wages. Removing vagueness helps set clear expectations and avoid misunderstandings.

It’s critical for leadership to follow the policies they developed. By their own actions, leadership can show the importance of staying neutral and professional at work. This sets a standard others can follow, resulting in a more focused and cohesive workplace. Conversely, if leaders openly discuss hot topics, employees may feel encouraged to do the same, creating undue tension among team members.

Remember clients and customers

Clients and customers likely have different opinions than your business leaders. Avoiding divisive topics and discussions helps bolster good working relationships with clients and customers who most certainly have a wide range of cultural views.

Everyone within the company, from the top down, should focus on the company's core mission. This laser focus will help maintain client relationships.

Strengthen mission and values

Most things today can become politicized, so it can be beneficial to take a close look at the company’s mission statement and values. It’s important to ensure these statements continue to reflect the company’s commitment to positive contributions for the broader community, clients, and employees. No matter the size of the company, the mission and values should provide a unifying purpose that can help buffer the workplace from tensions.

In today’s complex cultural landscape, it is important to create a culture of respect, neutrality, and complete focus on the company’s mission.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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The rules surrounding employment in the U.S. are a moving target. Companies must stay up-to-speed on the various regulations that may impact their operations. Photo via Getty Images

Houston expert on how you can keep your company HR compliant

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Failing to remain compliant with federal and state employment laws can be costly for businesses. Doing so can lead to audits or even lawsuits.

At the same time, keeping up to date with new human resource rules and regulations may seem like a significant task, especially for small businesses focused on maintaining sufficient staffing, making payroll, keeping the lights on and building a positive culture. Companies can prevent minor mistakes from snowballing into big problems by following these tips.

Recognize the most common HR compliance mistakes

There are a few HR compliance areas where companies big and small are prone to errors. One of the most common and costly mistakes can be the incorrect classification of employees. The rules can vary significantly for full-time, part-time and contract employees when it comes to areas like benefits coverage, tax responsibilities and employment status. Failures to submit required paperwork and noncompliance with state and federal safety regulations are other common problem areas. In addition to any local or state regulations related to employment, companies should also be familiar with the requirements of the Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, record keeping and youth employment standards, covering employees in the private sector and in federal, state and local governments.

Support Title VII compliance

Employers and employees should be well-versed when it comes to workplace discrimination and anti-harassment laws, but they don’t just apply to managers and staff. Title VII applies to discrimination and harassment from clients, vendors and even customers. Because discrimination and harassment are often thought of as “internal workplace issues,” many companies may not be aware that they can be held responsible for the actions of non-employees when the employer (or its agents or supervisory employees) knew or should have known of inappropriate conduct and failed to take immediate and appropriate corrective action. This is why employees should be well aware of the protections in place and understand the importance of reporting harassing conduct.

Know AI-related regulations as they intersect with employment best practices

Companies are increasingly using AI in a variety of helpful ways. For instance, many employ smart software solutions to match candidates to open positions. However, these technologies can also pose a risk as they quickly evolve, along with the laws that govern them. Some AI programs may demonstrate bias to certain individuals or groups and certain cities and states are enacting legislation to prevent these kinds of issues.

Understanding varying payroll requirements

Prior to 2020, remote work options were becoming an increasingly popular benefit. The pandemic led to this option's explosive, lasting expansion. Nowadays, employees can work from other states, other times zones and even from other countries. While this is an attractive benefit to offer - especially across the technology and software sectors - there are some regulations that companies should know about.

At the top of the list are payroll laws, which can vary significantly from state to state. Employees in other states may be subject to city or state minimum wage laws or pay frequency requirements that differ from the regulations where the company headquarters is based. Overtime regulations and payroll deductions may also vary. A contracted payroll provider can help address these issues. Still, if these functions are led internally, care should be taken to stay current with the evolving regulatory landscape across the U.S.

With so many areas where mistakes can be made, companies can avoid costly errors by obtaining outside help. An employment attorney can assist in identifying and eliminating risks before they arise. Another option for small and medium-sized businesses is partnering with a professional employer organization (PEO

The rules surrounding employment in the U.S. are a moving target. This is why companies must stay up-to-speed on the various regulations that may impact their operations and be prepared to adjust as needed.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.

Here’s some advice on how to successfully navigate the current hiring atmosphere, where college graduates may play a big role in combatting staffing shortages. Photo via Getty Images

Bridging the skills gap: How recent college grads can help address urgent staffing needs

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With the current low unemployment rate, locating seasoned and talented staffers who require minimal training is no small task, especially within the high-tech sector. At the same time, college graduates are hungry for new opportunities. In fact, according to the Federal Reserve Bank of St. Louis, many new workforce members are currently underemployed. Approximately 4 in 10 are working in a job that does not utilize the skills they recently obtained on a college campus.

On the employer side, there’s the fear of excessive onboarding needs. On top of that, many hiring managers are afraid that recently trained staffers will simply move on to a new opportunity in a few short years or even months.

But when faced with multiple open positions, is it worth taking the chance on the newest members of the workforce? Here’s some advice on how to successfully navigate the current hiring atmosphere, where college graduates may play a big role in combatting staffing shortages.

Consider culture fit

Hard skills are always important. But at the same time, recognize bright and energetic applicants equipped with a baseline of strong knowledge also tend to be rapid learners. These individuals can often get up to speed quickly as long as they receive the appropriate level of training and mentoring over their first few months on the job. In short, there are many cases where hard skills can be taught.

But how about soft skills?

Identifying candidates who understand and appreciate the company’s culture is a separate but critically important issue. When considering whether to bring an individual on board, be sure to assess all of their compatibilities as well. Often, some extra training for an employee who already values and appreciates the company environment results in a staff member who will stay with and benefit the organization for many years to come.

Look for transferable skills

In the current highly competitive hiring atmosphere, it can be difficult to locate candidates with skills that perfectly align with the needs of open positions. Therefore, it’s important for HR staff and hiring managers to consider transferrable skills. While an individual candidate may not be familiar with a particular software solution, do they have any experience that suggests they are well-equipped to navigate relatively similar systems? Be sure to closely review resumes and CVs that might reveal these hidden strengths. In addition, make certain your list of candidate interview questions is crafted to elucidate this kind of information. Remember that recent college graduates often lack significant interview experience. As a result, you may need to pose specific questions that get to the heart of the information you are seeking. For example, you might ask a candidate to relay past experiences where they needed to learn a new skill or solve a complex problem rapidly. This helps identify whether they can navigate new waters in the workplace or whether they can translate previously held skills into new ones.

Benefits of in-house development programs

Skilled employee shortages tend to surface repeatedly. Even if you don’t have any openings right now, things can change rapidly in a matter of months or even weeks. Because this is the case - especially in the technology sector - consider launching internal training programs that help recent hires learn new skills or sharpen older ones. One option would be in-house training by a skilled staffer as part of the new employee onboarding process. Other possibilities include online learning sessions or a partnership with a local college. Training programs can also be launched to help longtime employees learn new skills as emerging, modernized systems are introduced into the workplace, benefitting the company’s entire workforce.

Track new employee progress

All new employees — whether they are recent college grads or more established members of the workforce - can benefit greatly from a performance review process that features frequent check-ins throughout the initial stages of employment. Supervisors should try to meet weekly or biweekly with new staff during their onboarding process to assess their progress in learning new skills, while identifying needs for additional training. Managers should also regularly communicate with mentors assigned to new employees to ensure skills are developed in a positive learning atmosphere.

In addition to any perceived hurdles, companies should also consider the many benefits of hiring recent college graduates. In some cases, they might bring with them new insights and experiences with emerging technologies. They often arrive with an eagerness to learn and they can introduce ideas and energy, creating increased enthusiasm in the workplace.

When it comes to filling vacant positions, there are many cases where considering recent college graduates can greatly benefit your company. A little training and mentoring can often go a long way and sometimes, taking a chance on a yet unproven, but smart and energetic candidate can land a professional who will benefit the organization for years or even decades to come.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Talking about "personality hires"" is trending — but are they right for your company? Photo via Getty Images

Houston expert: Why employing 'personality hires' is good for your business

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The concept of a “personality hire,” those who are hired more for their soft skills rather than their technical skills, has gained traction, sparking discussions and even memes on platforms like TikTok.

However, these online narratives often cast personality hires in a negative light, overlooking the unique value they can bring to an organization. In reality, personality hires can be instrumental in strengthening corporate culture. They often possess a unique blend of soft and hard skills, contributing to the company's success by boosting morale and fostering team unity.

Business leaders' big question is whether personality hires are worth adding to their organization given that their strongest contributions are creating a positive work environment. Yet, those working with a purported “personality hire” know they contribute more than good energy. Building a team of employees with differing strengths, expertise and personalities strengthens the overall success of an organization.

Personality hires can manage relationships and create team unity, and the following ways are how they can benefit the business and improve corporate culture.

Bring People Together

Personality hires possess a unique set of skills that are often undervalued. They excel at building and maintaining relationships, a crucial aspect of business. Their ability to connect with others, foster trust and understand different working styles is a valuable asset that can take years for others to develop.

One of the key roles of a personality hire is in conflict resolution. Their understanding of communication and working styles allows them to navigate disputes and find common ground in tense situations. This ability to bring balance and harmony can have a positive impact on the overall work environment and contribute to employee retention.

Bridge the Gap

A successful organization strives to establish a solid workplace culture, but it takes continuous work. Personality hires put culture into action and encourage others to follow suit. They do this by embracing their strong communication skills, boosting team morale and supporting their peers.

Personality hires naturally bring unity to the organization. Their skills help bridge the gap between the work and a positive employee experience. When employees are engaged throughout the workday, productivity levels can increase.

Provide Balance

Not everyone is on the same page regarding personality hires and their impact on an organization. Some may view them as a breath of fresh air, and others do not feel they add substantial value. To ensure a personality hire brings value beyond just team cheerleader, work to develop their skills and competencies early. This allows them to contribute to the team quickly and fully demonstrate their value, which builds trust within the team.

The success of a team is dependent on hiring the right culture fit, which includes personality and competency. It is possible to have both, but it is important to remember many hard skills can be taught, whereas soft skills are harder to teach. You want to look for people who will fit culturally within the organization and possess the skills needed to do well within the role.

There are warnings when making personality hires. Hiring people based on who you “like” or who exhibits “charm” can lead to biased hiring. Your hiring practices should not be based on personal likes or dislikes. If an organization adopts this hiring practice, it runs the risk of creating a homogenous workforce. Additionally, there are risks associated with personality assessments because they can be deemed a discriminatory practice.

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Julia Lyons-Ryle is a performance specialist with Insperity, a Houston-based provider of human resources and business performance solutions.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Photo via Getty Images

6 tips for retention in a tough job market from this Houston expert

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If you are searching for new talent, you realize the job market is tight. Finding the right person to fill the role takes a lot of hard work, and you use a lot of resources to properly onboard them. The real challenge is retaining these new employees and converting them into long-term assets for the organization. When you take a strategic approach to hiring, onboarding and employee management, job seekers become job keepers.

Master onboarding

First impressions are lasting impressions. Many companies put their best foot forward during the hiring process but can fall short after the candidate accepts the offer. Developing a well-structured onboarding process sets a positive tone for the employee experience. Your onboarding process should introduce the new employee to the company culture, team members and job responsibilities. Consider having a mentorship program matching new employees with company ambassadors who can help show them the ropes throughout their first three to six months. A structure surrounding the onboarding process eases the candidate-to-employee transition and helps them feel welcomed into the organization.

Explore career paths

Growth opportunities are an attractive benefit for many job seekers. Establishing a system for advancement and communicating how employees can use learning and development opportunities to meet their career goals can draw people to your organization and encourage them to stay. However, it's the open conversations between managers and employees, the regular performance reviews and the training opportunities that truly empower them to explore and shape their career pathways.

Provide competitive compensation and benefits

A competitive salary and benefits are great retention tools, providing a sense of security for both the employer and the employee. While not all small businesses and startups can compete head-to-head with larger corporations’ packages, it is important to analyze compensation and benefits competitively and determine how you can position your business as a more attractive option. Small businesses and startups offer a more hands-on experience for the employee; they have direct access to leadership and the potential to have a hand in major business decisions. These opportunities to learn and make changes are a great retention tool.

Support work-life balance

Retaining employees is highly dependent on supporting a healthy work-life balance. Small businesses are often more flexible and can provide more attractive flexible work arrangements, allowing employees to better manage their life and work obligations. Paid time off is an attractive benefit, but people stay when they feel like they can take it without feeling guilty. Offering benefits that support the employee at home and work, including wellness initiatives, demonstrates the company values their well-being.

Encourage open communication

Open communication and transparency within the workplace are powerful retention elements. A positive workplace culture is created when leaders and managers regularly communicate with employees. Employees who feel heard and valued are more likely to stay with your organization. Establishing open-door policies, conducting regular feedback sessions and conducting employee surveys can help address any concerns quickly and strengthen a supportive culture.

Give recognition

A recognition and awards program highlighting employee contributions through praise and incentives can positively impact retention. Appreciation for a job well done strengthens employees’ commitment to an organization and increases engagement. Communicating the parameters of the recognition programs allows employees to strive toward these goals and take pride in the awards they receive.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Investing in your retention efforts strengthens your team, increases employee tenure, and reduces recruiting and onboarding costs. With an engaged and talented workforce on staff, your business is primed to grow successfully.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes. Photo via Getty Images

Houston expert on recognizing AI scams in hiring, recruitment, and retention

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Attracting the best and the brightest employees is the goal of every startup and small business. Making these efforts more difficult, beyond the tight labor market in some industries, some employers are becoming the target of job scams — ones that seem unbelievable but occur include an unknown face showing up on the first day of work.

These scams occur because the candidate hired someone else to sit in for them during their video interview. Due to the remote nature of our work environment, some remote employees pay someone else to complete their job duties.

More sophisticated scammers can use deep-fake AI technology to mimic real people in interviews. Once the scammer is hired, they may steal data or install ransomware. AI technology continues to evolve, and so will scams. This is why it is crucial to know how to identify a scam and prepare to protect your business.

Watch for red flags

Fake-applicant scams, whether high- and low-tech, commonly target remote jobs. Most low-tech fake applicants are not trying to hack into your system. They are typically focused on making a good impression, even though they misrepresent their background and skills to get the job.

When recruiting, thorough background checks should identify scammers; however, you ideally want to identify the scam before it gets that far. The red flags to look for is a resume that is “perfect” for the job, exact verbiage of the job description, a LinkedIn profile with little information and error-filled emails. You do not want to assume the worst, but these tactics should be on your radar.

Know about deep-fake AI

Advanced technologies continue to improve making it harder to identify deep-fake AI candidates. Most people have seen footage of celebrities or politicians that seem real, but deep-fake technologies were used. There are many times the difference is imperceptible. This technology makes it even harder to tell the difference between a real or fake applicant. If you know what to look for, there are a few things to look out for, such as a candidate having a slight disconnect between their voice and their mouth movement. Syncing issues can happen to real people with poor Wi-Fi connections, but recruiters can address it with the candidate during the conversation, and it tends to correct itself.

Paying close attention to a candidate’s legal documents can help identify deep-fake AI candidates. When personal information does not align, you must determine if it was an honest mistake or something more sinister. When you require one in-person interview during the process, it helps verify the candidate’s identity. Real applicants will not have a problem with a face-to-face interview, where scammers will not agree to it and remove themselves from the process.

As deepfakes become more prevalent, there are new resources teaching people the difference between AI-generated images and reality like Northwestern University’s “Detect Fakes.”

Utilize background checks

Checking references and conducting background checks are an important step in finding the best candidate who fits your organization. These are crucial steps that should not be skipped. It is here where many business owners identify red flags that were not visible in prior interview stages. You become more prone to corrupt applicants when you do not look into a candidate’s work and education history.

Ask deeper interview questions

It is good practice to ask more open-ended questions during an interview but going beyond “yes” and “no” answers help spot scammers. Asking questions that require the candidate to tell a story about their experience helps you determine if the candidate is a real person. Employe the 80/20 rule – allowing the applicant to do 80 percent of the talking while the interviewer only speaks 20 percent of the time – is great interview technique for everyone, but crucial when trying to cull out a scammer.

With new technologies come new scams. There are many things business owners need to think about, and safeguarding your business from nefarious applicants should be high on the list when hiring. When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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World's largest student startup competition names teams for 2025 Houston event

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The Rice Alliance for Technology and Entrepreneurship has announced the 42 student-led teams worldwide that will compete in the 25th annual Rice Business Plan Competition this spring.

The highly competitive event, known as one of the world’s largest and richest intercollegiate student startup challenges, will take place April 10–12 at Houston's The Ion. Teams in this year's competition represent 34 universities from four countries, including one team from Rice.

Graduate student-led teams from colleges or universities around the world will present their plans before more than 300 angel, venture capital, and corporate investors to compete for more than $1 million in prizes. Last year, top teams were awarded $1.5 million in investment and cash prizes.

The 2025 invitees include:

  • 3rd-i, University of Miami
  • AG3 Labs, Michigan State University
  • Arcticedge Technologies, University of Waterloo
  • Ark Health, University of Chicago
  • Automatic AI, University of Mississippi and University of New Orleans
  • Bobica Bars, Rowan University
  • Carbon Salary, Washington University in St. Louis
  • Carmine Minerals, California State University, San Bernardino
  • Celal-Mex, Monterrey Institute of Technology and Higher Education
  • CELLECT Laboratories, University of Waterloo
  • ECHO Solutions, University of Houston
  • EDUrain, University of Missouri-St. Louis
  • Eutrobac, University of California, Santa Cruz
  • FarmSmart.ai, Louisiana State University
  • Fetal Therapy Technologies, Johns Hopkins University
  • GreenLIB Materials, University of Ottawa
  • Humimic Biosystems, University of Arkansas
  • HydroHaul, Harvard University
  • Intero Biosystems, University of Michigan
  • Interplay, University of Missouri-Kansas City
  • MabLab, Harvard University
  • Microvitality, Tufts University
  • Mito Robotics, Carnegie Mellon University
  • Motmot, Michigan State University
  • Mud Rat, University of Connecticut
  • Nanoborne, University of Texas at Austin
  • NerView Surgical, McMaster University
  • NeuroFore, Washington University in St. Louis
  • Novus, Stanford University
  • OAQ, University of Toronto
  • Parthian Baattery Solutions, Columbia University
  • Pattern Materials, Rice University
  • Photon Queue, University of Illinois, Urbana-Champaign
  • re.solution, RWTH Aachen University
  • Rise Media, Yale University
  • Rivulet, University of Cambridge and Dartmouth College
  • Sabana, Carnegie Mellon University
  • SearchOwl, Case Western Reserve University
  • Six Carbons, Indiana University
  • Songscription, Stanford University
  • Watermarked.ai, University of Illinois, Urbana-Champaign
  • Xatoms, University of Toronto

This year's group joins more than 868 RBPC alums that have raised more than $6.1 billion in capital with 59 successful exits, according to the Rice Alliance.

Last year, Harvard's MesaQuantum, which was developing accurate and precise chip-scale clocks, took home the biggest sum of $335,000. While not named as a finalist, the team secured the most funding across a few prizes.

Protein Pints, a high-protein, low-sugar ice cream product from Michigan State University, won first place and the $150,000 GOOSE Capital Investment Grand Prize, as well as other prizes, bringing its total to $251,000.

Tesla recalling more than 375,000 vehicles due to power steering issue

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Tesla is recalling more than 375,000 vehicles due to a power steering issue.

The recall is for certain 2023 Model 3 and Model Y vehicles operating software prior to 2023.38.4, according to the National Highway Traffic Safety Administration.

The printed circuit board for the electronic power steering assist may become overstressed, causing a loss of power steering assist when the vehicle reaches a stop and then accelerates again, the agency said.

The loss of power could required more effort to control the car by drivers, particularly at low speeds, increasing the risk of a crash.

Tesla isn't aware of any crashes, injuries, or deaths related to the condition.

The electric vehicle maker headed by Elon Musk has released a free software update to address the issue.

Letters are expected to be sent to vehicle owners on March 25. Owners may contact Tesla customer service at 1-877-798-3752 or the NHTSA at 1-888-327-4236.

Houston space tech companies land $25 million from Texas commission

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Two Houston aerospace companies have collectively received $25 million in grants from the Texas Space Commission.

Starlab Space picked up a $15 million grant, and Intuitive Machines gained a $10 million grant, according to a Space Commission news release.

Starlab Space says the money will help it develop the Systems Integration Lab in Webster, which will feature two components — the main lab and a software verification facility. The integration lab will aid creation of Starlab’s commercial space station.

“To ensure the success of our future space missions, we are starting with state-of-the-art testing facilities that will include the closest approximation to the flight environment as possible and allow us to verify requirements and validate the design of the Starlab space station,” Starlab CEO Tim Kopra said in a news release.

Starlab’s grant comes on top of a $217.5 million award from NASA to help eventually transition activity from the soon-to-be-retired International Space Station to new commercial destinations.

Intuitive Machines is a space exploration, infrastructure and services company. Among its projects are a lunar lander designed to land on the moon and a lunar rover designed for astronauts to travel on the moon’s surface.

The grants come from the Space Commission’s Space Exploration and Aeronautics Research Fund, which recently awarded $47.7 million to Texas companies.

Other recipients were:

  • Cedar Park-based Firefly Aerospace, which received $8.2 million
  • Brownsville-based Space Exploration Technologies (SpaceX), which received $7.5 million
  • Van Horn-based Blue Origin, which received $7 million

Gwen Griffin, chair of the commission, says the grants “will support Texas companies as we grow commercial, military, and civil aerospace activity across the state.”

State lawmakers established the commission in 2023, along with the Texas Aerospace Research & Space Economy Consortium, to bolster the state’s space industry.

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