Five Things Successful Employee Resource Groups Do Right
Starting an Employee Resource Group (ERG) at work is an exciting endeavour. However, it’s not always easy and can come with a steep learning curve.
While you can apply many of your existing skills to the ERG, it requires specific planning and strategy.
One of the best things you can do when learning how to start an ERG at work is to learn from existing ERGs.
Successful ERGs tend to have five things in common:
They have a clear strategy with defined goals and objectives.
They meet regularly and have strategic and productive meetings.
Members receive appreciation for their efforts from the company and their managers.
They have an engaged and proactive sponsor.
They were given plenty of support when starting the ERG.
Read ahead to learn more about these ERG best practices and how you can apply them to your own ERG.
1. They have a clear strategy with defined goals and objectives
Without a clear mission and strategy, everyone can end up on a different page, struggling to find their purpose.
When you start an ERG in the workplace, you need to begin by setting clear goals. Each goal should be directly linked to your overall mission and be trackable.
Defined goals ensure everyone works together towards a common goal and prevents scope creep.
They also help you avoid burnout by setting healthy boundaries and allowing you to track your group’s success over defined periods.
Read: How to write a strategy for your Employee Resource Group.
2. They meet regularly and have strategic and productive meetings
During the height of the pandemic, we all got used to online discussions, and they still have their place in business.
But your ERG will benefit if you can meet in person regularly.
This encourages bonding and teamwork, generates excitement and creative brainstorming, and allows you to provide support to one another.
But wait - what’s worse? Not meeting at all, or having long, unproductive meetings where nothing gets accomplished?
Honestly, they’re pretty much the same – and they’re both toxic to your ERG.
A meandering meeting where nothing gets done can make your members and volunteers feel listless, irritated, and bored.
Instead, planning your meeting, setting, and sticking to a specific duration shows your members that you respect their time and efforts.
3. Members receive appreciation for their efforts from the company and their managers
This next point has more to do with corporate culture than individual ERG group leaders.
The most successful ERGs exist within companies that value the group’s efforts and give them the long-term support and funding required for initiatives and meaningful change.
Let’s face it – some companies want credit for having an inclusive corporate culture but don’t put their money where their mouth is.
If you feel like your ERG’s efforts aren’t appreciated or supported, speak with your corporate sponsor or reach out to senior staff.
Be specific about what appreciation from the company looks like.
Check out some tips on how HR Leaders or DEI Leaders can support Employee Resource Groups.
4. They have an engaged and proactive sponsor
This brings us to our next point – having an involved and proactive corporate sponsor who is there to mentor the group and liaise with upper management.
Your sponsor should reach out on your behalf if you don’t feel like you are receiving the appreciation or support you deserve from the company.
Ideally, they have the seniority and connections to make changes at higher levels.
Of course, a good sponsor will help the ERG in countless other ways.
They will offer wisdom and advice, ensure that the group’s goals align with corporate goals, and provide a supportive ear.
In addition, a good sponsor can help prevent burnout and keep the entire ERG on track, so don’t underestimate their importance.
Check out our guide on how to sponsor an Employee Resource Group.
5. They were given plenty of support when starting the ERG
This final point blends points 3 and 4, but it’s important to state on its own.
The most crucial period for any ERG at work is the first year.
The first few weeks and months can be exciting and fun, but once the work sets in and the tasks pile up, it can lose its novelty.
The early days are when you need to work without seeing the results – and many people get discouraged and burnt out.
However, ERGs that received plenty of support in their early days tend to be more successful in the long run.
These forms of early (and ongoing) support can include:
Defined time allocated for ERG work, so leaders and members don’t have to sacrifice their own ‘off-the-clock’ time to complete tasks.
Manager support when time is needed for meetings, planning, and events.
Guidance and mentorship to align the ERG with business best practices.
Learn from experienced ERGs
Of course, not all of this comes easily. Learning to start an ERG at work on your own and without a template or tools can be overwhelming.
Even if your well-meaning managers want to help, they might not have the knowledge or experience to do so.
That’s when an outside consultant can help your ERG.
You don’t need to muddle through on your own! Instead, gain the skills you need and get empowered to make an impact.
Our 12-week program helps ERG leaders build employee resource groups that create a positive impact in their workplace.
If you work in HR or Diversity and Inclusion, you can find out more by attending one of our upcoming events.
