The creators of a shoebox-sized laboratory which enables experiments to be carried out in space are now working with Space Park Leicester. Frontier Space Technologies’ SpaceLab is designed to host numerous experiments in microgravity and the firm aims to launch its first on-orbit demonstrations next year. The technology will make space research and development far more accessible and affordable to industry and the firm’s logistics and technology innovation will cut the time it takes businesses to get their research into space from around five years to as little as a month for Frontier Space Technologies’ repeat customers. This has huge potential for a variety of sectors, including the pharmaceutical and manufacturing industries, as they will not have to wait as long to see a potential return on their investment into space research. Frontier Space Technologies has also become the latest company to be accepted on the European Space Agency – Business Incubation Centre for the United Kingdom (ESA-BIC UK) programme at Space Park Leicester, the University of Leicester’s pioneering £100 million science and innovation park. Frontier Space Technologies Co-founder and Chief Technology Officer Mateusz Zalasiewicz said: “The market we’re targeting is rapidly growing – space has only recently turned commercial, and commercial space biotech has huge potential for human therapeutic innovation, so this is an exciting time for us. “The advice and support we receive from ESA-BIC was one of the big draws of the programme; we’ve already attended very useful events and we’re keen to start using all the technical support available to us. “We’re delighted to join the eco-system at Space Park Leicester. Leicester is the perfect place for us because it has a growing space economy and there are a lot of life sciences and pharmaceutical companies in the city.” Carrying out experiments in space is attractive to business because of its microgravity. Mateusz explained: “If you want to research or manufacture new medicines you often use protein crystals during the process. “On Earth, if you try to make large crystals they tend to be imperfect due to gravity gradients causing sedimentation. The crystals you get in microgravity tend to be much larger and much purer, and that’s a major research benefit. “It’s the same for other industries – if you want to manufacture semi-conductors crystal of an extremely high purity you can do that in microgravity to a better degree. “It really depends on the industry, and what you’re trying to do, but in general the absence of gravity, and also access to space background radiation for certain things, is extremely useful and you can’t really replicate that on Earth.” Fellow Co-founder and CEO Dr Aqeel Shamsul added: “Lots of businesses aren’t aware you can do this in space or they think it’s going to be expensive. The paradigm shift is that this is all becoming much more accessible now and access to this unique environment can significantly improve products and processes here on Earth.” Vinay Patel, Head of Commercial and Innovation at Space Park Leicester, said: “Frontier Space Technologies is playing a vital role in opening up space experimentation to industry. “We’re very excited about the work they’re doing and are thrilled they’ve joined us in Leicester.”

Neupulse has secured funding to advance the world’s first wearable device aimed at tackling Tourettes Syndrome (TS) and other tic disorders towards commercialisation.  Neupulse’s recently finalised working prototype stimulates the median nerve in the wrist, reducing the frequency of tics in individuals with TS, a condition that is thought to affect as much as 2 per cent of the world’s child population and 1 per cent of the overall population.  Clinical trials in 2023 showed the Neupulse device can reduce tics by over 25 percentile. Neupulse has secured a £2.5 million seed stage investment led by Scottish impact investor Eos Advisory, alongside a consortium including US-based investors, as Neupulse moves towards regulatory approval phase in the UK, Europe, and the USA. Tourettes Syndrome is a neurological condition characterised by involuntary, repetitive movements and vocalisations known as tics.  The causes of TS and other tic disorders remain unclear, but genetic and environmental factors are known to play a role.  TS can cause significant pain and discomfort for those affected, through the hundreds of daily involuntary and often violent motions, in addition to impacting social integration in schooling, work, and wider society. Paul Cable, CEO of Neupulse, said: “Tourettes Syndrome is a debilitating condition, severely so in many cases and to the detriment of quality of life, and our mission is to drastically reduce tics with an easy-to-use wearable device that will be transformative to the lives of affected individuals.  Our device is an alternative to the current provision of treatment for TS, which is centred around medication and cognitive behaviour therapy.  The goal is for Neupulse to be available to the TS community globally in the years ahead.” Ana Stewart, Partner, Eos Advisory, said: “Eos was set up to back science-based companies and founders developing technologies that can positively impact the lives of people across the globe.  Whilst we are focussed on Scottish startups, when one of our investors brought the amazing work of Neupulse to our attention we realised that there was a huge opportunity to add value, well beyond the investment, to help bring this device to market and improve the lives of people affected by TS and related conditions.  What’s even more exciting, is how the nascent technology could be beneficial for many other neural conditions in the future.”

The importance of supporting and developing employees has never been more obvious. For businesses in the UK, where competition for top talent is fierce and the pace of change is so fast, creating a culture that prioritises employee development is not just an advantage—it’s a necessity. This year, as companies push to move through the complexities of the post-pandemic world, focusing on effective strategies to support and grow their workforce is absolutely crucial.  Create a culture of continuous learning The ground floor of any initiative to support and develop employees is the cultivation of a culture that understands the importance of continuous learning. Things move so quickly and the ability to adapt and grow is crucial for both individual and organisational success. A culture of learning encourages curiosity, innovation, and resilience, enabling employees to meet the challenges of their roles and contribute more effectively to the organisation’s goals. Implementing a learning culture:

• Encourage learning at all levels: Lead by example. Management should actively engage in learning opportunities, demonstrating the value placed on continuous personal and professional development.
• Personalise learning pathways: Recognise that employees have varied learning styles and career aspirations. Work with them to create personalised learning plans that align with their goals and the needs of the business.
• Leverage technology: Utilise online platforms and e-learning tools to provide flexible, accessible learning opportunities. Many platforms offer courses ranging from technical skills to leadership development.

Invest in training Investing in employee training is a direct way to support their development and enhance the skillset within your organisation. Training can take many forms, from formal courses and workshops to on-the-job training and mentoring programs. Effective training not only boosts employee performance but also increases job satisfaction and engagement, as it demonstrates the organisation’s commitment to its growth. Strategies for effective training:

• Assess needs regularly: Conduct regular skills audits and consult with employees to identify training needs within your team. This ensures that training initiatives are targeted and relevant.
• Diverse training methods: Incorporate a mix of training methods to cater to different learning preferences. This might include in-person workshops, online courses, webinars, and peer-to-peer learning. For example, if you’re looking for training for the leaders in your company, look for leadership skills training that suits different stages. Impact Factory can tailor their skills courses to suit your needs. 
• Measure impact: Evaluate the effectiveness of training programmes by measuring improvements in performance and feedback from participants. This can help refine future training initiatives and demonstrate ROI to stakeholders.

Provide constructive feedback Feedback is a powerful tool for development when delivered effectively. It provides employees with insight into their performance, highlighting strengths and identifying areas for improvement. Constructive feedback, delivered in a supportive and respectful manner, can motivate employees to develop their skills and contribute more effectively to their teams. Delivering constructive feedback:

• Regular check-ins: Don’t wait for annual reviews to provide feedback. Regular one-to-ones offer timely insights into performance and development needs, fostering a more responsive and dynamic growth environment.
• Focus on development: Frame feedback in terms of development opportunities. Discuss actionable steps for improvement and offer support in achieving these goals.
• Create a two-way dialogue: Encourage employees to share their perspectives and aspirations. This not only helps tailor development efforts but also reinforces their role as active participants in their growth journey.

These strategies represent foundational elements in the endeavour to support and develop employees effectively. By fostering a culture of continuous learning, investing in targeted training, and providing constructive feedback, organisations can enhance their workforce’s skills, motivation, and engagement. As we move deeper into more strategies, it’s important to remember that the ultimate goal is to create an environment where employees feel valued, supported, and equipped to navigate the challenges and opportunities of the modern workplace. Encourage mentorship and coaching Mentorship and coaching are powerful tools for personal and professional development, offering employees guidance, support, and insights from more experienced colleagues. These relationships can help individuals navigate workplace challenges, develop new skills, and advance their careers, contributing to a stronger, more cohesive organisational culture. Implementing effective mentorship and coaching:

• Formalise mentorship programs: Establish structured mentorship programs that pair less experienced employees with seasoned professionals. Provide guidelines and training for mentors to ensure they are prepared to offer valuable support.
• Offer professional coaching: Consider investing in professional coaching for high-potential employees. Coaches can work with individuals on specific development areas, leadership skills, or career progression plans.
• Promote peer learning: Encourage informal mentorship and peer learning opportunities within teams. Sharing knowledge and experiences can foster a supportive learning environment and enhance team collaboration.

Support work-life balance Supporting employees’ work-life balance is crucial for their well-being and overall job satisfaction. A healthy balance can prevent burnout, increase engagement, and improve productivity. Especially in today’s fast-paced work environment, recognising the importance of personal time and flexibility can significantly impact employees’ loyalty and commitment to the organisation. Strategies to support work-life balance:

• Flexible working arrangements: Offer flexible working options, such as remote work, flexible hours, and compressed workweeks. These arrangements can help employees manage their personal and professional responsibilities more effectively.
• Encourage time off: Promote a culture that values taking time off for rest and rejuvenation. Ensure that employees feel comfortable taking their full entitlement of annual leave without fear of falling behind or being perceived as less committed.
• Provide resources for well-being: Offer access to well-being resources, such as employee assistance programmes, mindfulness sessions, or fitness memberships. Supporting employees’ physical and mental health contributes to a more positive and productive work environment.

Promote internal mobility Offering opportunities for internal mobility and career progression not only helps retain top talent but also supports employee development by exposing them to new challenges and learning opportunities. Internal mobility can take many forms, including promotions, lateral moves, or project-based assignments, allowing employees to explore different roles and departments within the organisation. Helping to create internal mobility:

• Career pathing: Work with employees to understand their career aspirations and identify potential paths within the organisation. Transparent discussions about career progression can motivate employees to develop the skills needed for future roles.
• Skill-based assignments: Encourage participation in cross-functional projects or task forces. These opportunities allow employees to apply their skills in new contexts and learn from colleagues in different areas of the business.
• Transparent job postings: Ensure internal job openings are widely communicated. Providing clear information about the skills and experiences required for each role can help employees identify development areas and apply for positions that align with their career goals.

Final thoughts Supporting and developing employees is a multifaceted process that requires commitment and creativity from organisational leaders. By fostering a culture of continuous learning, investing in training, providing constructive feedback, encouraging mentorship and coaching, supporting work-life balance, and promoting internal mobility, businesses can create an environment where employees feel valued, engaged, and motivated to grow.  Organisations that prioritise employee development are better positioned to attract and retain top talent, drive innovation, and achieve long-term success. Remember, the strength of your organisation lies in the capabilities and commitment of your people. Investing in their development is not just a strategy for individual growth but a cornerstone for building a resilient and thriving business.