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Employee Resource Groups are becoming a must-have at companies that want to promote inclusivity, healthy workspaces and employee engagement. Companies like Twitter, LinkedIn and JustWorks have begun allocating meaningful budgets and compensation structures around ERGs to show commitment and support for their efforts.
But with this added investment from employers often comes higher expectations. So how can ERG leaders and program managers make sure that they’re setting themselves, and their organizations, up for success? This boils down to effective goal-setting and tracking.
As you go about setting your ERG goals, this guide is an evergreen reference to make sure you’re setting effective goals.
The 4Cs are a framework that lays out four main areas that ERGs can reference when thinking about the impact of their efforts. DRR Advisors created this model in order to benchmark ERG success and goals. Below are the 4Cs and some pointers on how to think about them as you create ERG goals and efforts.
OKR stands for Objectives and Key Results. Many organizations use OKRs to track their strategies across key business imperatives. Building effective OKRs means breaking down goals into three main parts: your objective, key results and initiatives. Goals for your ERG can be thought of within the same framework to establish strategic alignment and clear vision.
Now that you have a few frameworks under your belt, let’s talk about how to apply them. ERGs foster engagement, retention, recruiting, inclusivity, connection and more. Some of these metrics can be measured quantitatively and some are better measured qualitatively.
The key is setting that expectation for what success looks like early, and tracking it diligently. Verbate’s platform helps you along - but here are the basics for anyone to dive into.
While your goal doesn’t have to hit all the points above, it’s good to keep them in mind as you form goals at a high-level.
Determining who will see the goal through to success is critical to making sure it doesn’t fall to the wayside. Assigning clear leaders of the specific goal and empowering them with the tools they need for success is key.
This will give you and your team a way to assign realistic tasks within the goal, track against past success and provide examples for future success/room for improvement.
Tracking successes and areas of improvement not only help your ERG get better today, and show leadership all your hard work, but also help future ERG leaders execute their goals, events and efforts more effectively.
Want to see some example goals for some inspiration? Head over this 'Verbate's Example Goals' guide laying out a few example goals using the frameworks we've covered in this guide.
Discover how the right training can amplify your organization's DEI efforts and cultivate future leaders.
This is Verbate's ultimate guide to running a successful ERG program at every stage of your ERG Journey.
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