Creating Data Centric Employee Resource Groups

<p class="lead">A data-centric ERG isn't one with the fanciest dashboard. It's one that defines what success looks like, measures it consistently, and actually changes behavior based on what the data says. Here's the starting playbook.</p>

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<h2>Step 1: Define outcomes before metrics</h2> <p>What is your ERG actually trying to change? Member belonging? Career advancement? Retention? Cultural awareness? Until you can name 2-3 outcomes, no metric will mean anything.</p> <h2>Step 2: Pick 3-5 metrics, not 30</h2> <p>Mix one or two outcome metrics with two or three input/engagement metrics. See <a href="/blog/ranking-erg-metrics-tier-list">the ERG metrics tier list</a> and <a href="/blog/watch-this-before-selecting-your-erg-metrics">what to think about before selecting metrics</a>.</p> <h2>Step 3: Collect consistently</h2> <p>Same definitions, same cadence, same people responsible. Inconsistency is what kills credibility with executives. See <a href="/blog/data-collection-dashboards-101-for-ergs">data collection and dashboards 101</a> and <a href="/blog/how-to-visualize-erg-data-for-free">how to visualize ERG data for free</a>.</p> <h2>Step 4: Actually use the data</h2> <p>If you collect metrics and nothing changes, you're doing data theatre. Pick one decision per quarter that will be made by what the data says.</p> <p>Related: <a href="/blog/leverage-the-data-you-have-in-ergs">leverage the data you have</a>, <a href="/blog/rethinking-erg-business-impact-roi">rethinking ERG business impact and ROI</a>, <a href="/blog/erg-program-manager-business-impact">ERG program manager business impact</a>, <a href="/blog/what-not-to-measure-in-ergs">what not to measure in ERGs</a>, <a href="/blog/how-to-5x-erg-survey-responses">how to 5x ERG survey responses</a>, <a href="/blog/best-practices-for-employee-resource-groups">best practices for ERGs</a>.</p>