Creating an effective ERG governance structure is crucial for the success of your ERG program. Here are some practical tips, both dos and don’ts, to help you build a strong foundation. These insights can help you navigate common pitfalls and ensure your ERG thrives.
It’s essential to remain flexible, even if you’ve pivoted before. The pride of an ERG Program Manager can often be a bottleneck, stemming from the fear of admitting, “What I implemented didn’t work,” or “I don’t want the ERG Leaders to be mad at me for changing things again.” Sometimes, someone has to bite the bullet for better results.
Ensure every role has both input and output metrics. Input metrics measure regular activities, while output metrics measure the end goal. Recognition and appreciation should be based on consistent input, not just a significant output, as the output is determined by the input.
Uniformity across all ERGs is crucial. Implement the same governance structure for all ERGs without exceptions. This uniformity makes it easier for the ERG DRI (Directly Responsible Individual) to monitor activities and hold the right people accountable. It also promotes cross-collaboration and simplifies the creation of a single set of SOPs for the entire program.
ERG Leaders feel more connected to their roles and the ERG if they are doing more than just administrative tasks. Roles like note-taker or finance lead can feel disconnected because they involve only “grunt work.” Including creative elements ensures leaders stay emotionally tied to their roles.
Ensure that each role contributes to both the leader’s development and the ERG’s success. For example, a role like “commerce” may offer little value. A well-positioned ERG role should have a clear return on investment (ROI) for both the leader and the ERG.
While it may seem logical to align ERG leads with DEI pillars to make them an extension of the DEI team, it’s harmful. ERG Leaders are not mini-DEI volunteers; they are volunteer employee engagers. The DEI pillars are often irrelevant to their actual purpose.
Chapters require a significant commitment. Avoid scaling your program with chapters before perfecting your structure. If you’re at a massive company with tens of thousands of employees, a version of chapters may be necessary, but start with the simplest structure.
Uniformity is key. Having different governance structures for different ERGs creates confusion and inefficiency. A consistent structure helps maintain order and accountability.
Just because other companies use certain structures doesn’t mean they work. After speaking to hundreds of people at various companies, I can assure you that most existing structures lack proper SOPs and metrics.
Avoid adding too many roles. Not only are these roles hard to fill, but accountability diminishes when too many people are responsible for a single task. Stick to essential roles and avoid one-off positions.
Implementing these dos and don’ts can significantly improve your ERG governance structure. By being flexible, tying roles to metrics, encouraging a uniform approach, incorporating creativity, and linking roles to broader skill sets, you can ensure your ERG’s success. At the same time, avoid pillar-based models, overcommitting to chapters, using varied governance structures, assuming other companies’ methods work, and overloading your structure.
Creating an effective ERG governance structure is about balance, clarity, and a focus on what truly engages and benefits your members. By following these guidelines, you’ll be well on your way to building a vibrant and impactful ERG.
If you need assistance with your processes, reach out to us at info@theergmovement.com. Interested in revamping your ERG program in 90 days or less? Learn more about our ERG Fresh Start Program here.
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