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Updates from the Office of the Commissioner Representing Employers





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Texas Business Today Banner for March 2025




Texas Employers,

We've had a packed month in the Another Week of Available Work podcast studio [ [link removed] ], and I'm excited to share the results with you. We've been sitting down with subject matter experts and workforce leaders to bring employers the information they need to succeed in Texas. We've tackled topics like policy handbooks, independent contractors, labor market data, and the 89th Legislative Session – and we're just getting started.

In case you missed it, Gov. Abbott recently released his five-year economic development strategic plan for Texas, and the state won Site Selection magazine’s Governor’s Cup for an unprecedented 13th consecutive year. With the vision of “Bigger.Better.Texas.” Gov. Abbott has made clear his priority to take Texas’ economic opportunities and prosperity to new heights. Small businesses will be a major focus of this plan as state government identifies ways to remove roadblocks and increase efficiency for employers.  

Whether you run a small business, a mid-sized company, or a large corporation, TWC is here to support you through programs and services as you build your business.


* TWC’s Skills for Small Business program [ [link removed] ] offers help for businesses with fewer than 100 employees by funding training to upskill their workforce. Partner with a local community or technical college and let the state pay up to $1,800 for a new employee and up to $900 for incumbent employees. Common courses include Customer Service, Quickbooks, CPR, Sales/Marketing, and more.


* Tap into the federal tax credits available to employers who hire jobseekers facing challenges finding work. Your business has the potential to benefit from significant tax savings – ranging from $1,200 to $9,600 per eligible employee – and it only takes a few moments to learn more about the Work Opportunity Tax Credit. [ [link removed] ]


* Get the information you need to thrive at a Texas Conference for Employers event. “You’ll get a lot of inside information on how to protect your business [ [link removed] ] and ensure that you are covered, and your employees are covered as well.” Gain valuable insights and network with other Texas employers. Register for a TCE event near you [ [link removed] ].


* The Governor’s Small Business Summit is an in-person event, held in different cities across the state. These events are an opportunity to network with other business owners and meet experts who can share timely, relevant, actionable information on a multitude of small business topics. Join me at the Uvalde Summit on March 27 [ [link removed] ].

- Joe Esparza, Commissioner Representing Employers

Commissioner Esparza Updated Email Signature
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Texas Business Minute
Texas Business Minute thumbnail linking to YouTube video [ [link removed] ]
 

Click here to watch the video [ [link removed] ]

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2025 Texas Conference for Employers

tce [ [link removed] ]
* *April 11:* Uvalde - SOLD OUT
* *April 25: *Denton - SOLD OUT
* *May 9:* Amarillo
* *June 13:* Victoria
* *August 8: *Abilene
* *August 22: *Round Rock
* *September 5:* Dallas 


*More Info* [ [link removed] ]


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Another Week of Available Work: A Podcast with Commissioner Joe Esparza

Link to Spotify for Newest Episode of Commissioner Representing Employer's Podcast [ [link removed] ]

Click here to listen on Spotify [ [link removed] ]

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Photo of Jikku John Legal Counsel to Commissioner Joe Esparza
*Retaining Talent: A Guide for Employers*

*By: Jikku John*

"Legal Counsel to Commissioner Joe Esparza "

In today's competitive job market, employers face a constant struggle to attract and hire qualified workers. However, oftentimes, much less emphasis is provided to retaining good talent. This can lead to high turnover rates and a decline in employee morale, ultimately hurting the organization's overall success.

This article aims to provide suggestions for employers to not only attract and hire qualified workers, but also to ensure their long-term retention.

*_Invest in finding the right fit_*

For employers, a robust hiring process is paramount to ensuring successful long-term retention. Rather than making a hasty decision with the hope of correcting it later, employers must invest in a comprehensive process from the outset. This begins by clearly defining the goals of the position and identifying the specific skills, behaviors, and competencies required to achieve those goals.

To identify the most qualified candidates, employers should conduct thorough interviews, asking targeted questions about both job skills and candidate attitude. This involves prioritizing active listening and paying close attention to non-verbal cues like body language and eye contact. Moreover, employers should recognize that soft skills like motivation and attitude are equally important for a candidate as compared to hard skills such as math, literacy, and problem solving.

*_Onboard new hires by providing them with a written policy manual_*

Employers must ensure that their policies are communicated effectively to employees, ensuring understanding and comprehension. Clear and straightforward language should be used to explain company expectations. Although neither federal nor state law require a private sector employer to translate their policies, if an employer realistically expects to have enforceable policies or job rules, it is extremely beneficial that the employer’s expectations are explained to all new workers in a language that they understand and comprehend.

*_Show patience with new hires_*

New employees may require guidance and patience as they adjust to their roles and responsibilities. Employers should avoid reacting negatively to perceived "foolish mistakes," as this can damage employee self-confidence and create a negative work environment. Instead, a calm and supportive approach that encourages learning and growth is essential. By fostering an atmosphere of trust and understanding, employers can create a workspace where employees feel empowered to develop their skills and contribute effectively.

*_Communicate frequently with your employees and actively listen to their feedback_*

Good employees are an employer’s most valuable resource. Success is impossible without a dedicated and motivated workforce. Active management helps to identify employees ready for greater responsibility and to quickly address any morale concerns. Providing meaningful feedback is crucial. Positive reinforcement for good work encourages employees to proactively address areas for improvement. When mistakes occur, address them promptly and constructively. The ultimate goal is to support employee growth and enhance overall performance.



colleagues working together around a table

*_Communicate growth opportunities to your employees_*

While competitive salaries are vital, employers should recognize that top performers are also motivated by benefits that go beyond money. These individuals seek stimulating work, opportunities to learn and grow, and work-life balance. Offering unique and valuable benefits can make your organization stand out. However, be transparent about what you can offer, and avoid making promises you can't keep, as this can damage employee trust and morale.

*_Promptly address performance issues_*

Don't wait for performance issues to become major problems. Address them promptly and decisively. Early intervention can save significant time and effort later. While addressing underperformance requires a time investment, ignoring it can have serious consequences, including a decline in overall productivity and morale. Remember, top performers notice these issues and can feel burdened when others aren't pulling their weight.

*_Avoid vague or general statements with respect to employee feedback_*

To improve performance, start by clearly identifying the problem. Focus on specific behaviors that impact work, not vague judgments. Instead of saying “you have a bad attitude,” provide concrete examples like “you were seen on personal calls during work hours when colleagues needed help meeting a deadline.” This emphasizes behaviors the employee can control. Follow your company's disciplinary policy, document everything in writing, and be clear about the consequences of continued poor performance. Strong, objective documentation is crucial for protecting the company.

*_Respect the work life balance_*

Small details matter when it comes to employee satisfaction and retention. Many employees juggle family responsibilities alongside their work. Offering family-friendly programs can make a workplace stand out and attract top talent. These programs could include flexible schedules like flextime and compressed workweeks which help employees better manage their time. By offering such options, companies can create a supportive and attractive work environment that helps employees thrive.

*_Conclusion_*

From a strictly business standpoint, it makes good sense to be a retention-driven employer. Employees are the foundation of any successful company. Investing in employee retention is critical for achieving long-term goals, while also giving the employer an invaluable competitive advantage.

For questions about this issue, or any other employment-related matters, employers can call our employer hotline at: 1-800-832-9394, or email us at: [email protected].



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Updated Texas Employer Hotline

Texas Business Today is provided to employers free of charge

Texas Business Today is a monthly update devoted to a variety of topics of interest to Texas employers. The views and analyses presented herein do not necessarily represent the policies or the endorsement of the Texas Workforce Commission. Articles containing legal analyses or opinions are intended only as a discussion and overview of the topics presented. Such articles are not intended to be comprehensive legal analyses of every aspect of the topics discussed. Due to the general nature of the discussions provided, this information may not apply in each and every fact situation and should not be acted upon without specific legal advice based on the facts in a particular case.

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Connect with the Office of the Commissioner Representing Employers

Email: [email protected]
Mail: Commissioner Representing Employers
101 E. 15th St., Rm 630
Austin, TX 78778








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