How to build momentum in your ERG and effectively serve your members

The first step to building a successful Employee Resource Group (ERG) is to get clear on the group’s purpose. This process consists of (1) Identifying who your ERG is serving and (2) Defining the mission statement of your ERG. At this point, you’ll know exactly who your ERG is serving and how this group will alleviate your members’ pain points while making them feel valued and supported in the workplace.?

The next step is to build an ERG that can scale. This means the ERG is strategizing and planning recurring programs and events (i.e. panels, workshops, trainings, guest speakers, etc.) while tracking efforts and employee participation.?

Over the next few weeks, I’ll be sharing tips on how Perfeqta can help you build and scale an ERG that provides employees with a safe and inclusive workplace.?

This week, we’re defining the “what” and “how” of your ERG:?

• What type of programming initiatives can be accomplished in the next year to achieve your goals?
• How can you build momentum and leverage influence at the company and best serve your membership? How will goals be tracked?

Related Post: Here’s why your ERG isn’t successful (and tips on overcoming common challenges)

Defining the “what” of your ERG

Based on your mission statement and the pain points your ERG members are experiencing, you will set goals that help nurture an equitable workplace. As you solidify the structure of your ERG, ask yourself, “What types of programming initiatives can be accomplished in the next year to achieve our goals for the ERG?”

As a leader, you can start by creating a charter, which is a document that outlines the guidelines, goals, and structure of your ERG. This includes your mission statement, and expectations of ERG leaders and members, including roles and responsibilities. The charter document can also outline plans for the year, along with your budget.?

Next, think about creating themes and committees. To get every team member involved, you can divide and assign tasks based on the following departments:

• Events and programming: Organize interactive virtual or in-person events to engage members.
• Networking and professional development: Provide members with resources for career development.?
• Recruitment: Partner with your company’s recruiting team to help create an inclusive hiring strategy.
• Policies and administrative arrangements: Plan, direct, and coordinate ERG policies to stay organized.
• Business alignment: Participate in company initiatives like DEI trainings, community events, and supporting new hires during the onboarding process.?

Once you have an idea of your committees and departments, get clear on how your team will execute.

• Create a strategic plan split into annual and quarterly goals or roadmaps.
• Create your budget.
• Identify what support you need to execute programs, administrative tasks, and communication efforts.?
• Prioritize your tasks based on effort and impact.

Whenever you get stuck trying to figure out which programs or initiatives will engage your team members, remember that you can always ask them what they’re looking for. If they feel heard and valued, they will tell you what they need. That way, you can excel at the “how” of your ERG.

Your next step: Identifying the “how” of your ERG

As an ERG leader, ask yourself, “How will this ERG build momentum and leverage influence at the company, and best serve our membership? How will goals be tracked?”

Establishing strategic ERG communications and programming can increase employees’ awareness, improve membership engagement, and strengthen organizational influence. Let’s talk about how.

To ensure employees are aware of your ERG’s strategy and initiatives, leverage communications to engage prospective members, promote resources and events, and nurture an inclusive community. Create regular communications that are delivered through a series of channels, such as:

• Meetings: All-hands, casual updates, and Q&A sessions
• Informal channels: Employee forums (i.e. Slack, Teams)
• Formal channels: Internal email, company events calendar, new hire onboarding materials, and/or social media

To foster a sense of belonging and community-building, implement relevant programs that provide personal and professional development opportunities for employees. Examples of programming initiatives include lunch and learns, conferences, workshops, webinars, panels, happy hours, cultural celebrations, coworking days, and more.?

During these stages of solidifying the structure of your ERG, have a clear answer to the following two questions and make sure they tie back to your mission:

• What themes do you want your ERG to focus on? Based on those themes, what programming ideas would engage members?
• Based on programming, what resources do you need??

Did you know that with the proper training, you can build the most impactful ERG at your company and transform your organization inside out?

At Perfeqta, we're launching an Employee Resource Group Toolkit in February, and we need your help!

If you're an ERG leader who’s just getting started with building the foundation of your group, take our survey to tell us more about the challenges your ERG is currently facing, and how you would like to see your ERG level-up this year. It only takes 5 minutes.

I read every response!