How to Get New ERG Leadership: Applications, Elections, or Voluntolding?
There are three main ways to fill open ERG leader roles: applications, elections, and direct invitations. Each has pros and cons, and the right method depends on your ERG maturity and needs.
🎙 Watch this ERG Movement Podcast Episode for a deep dive into choosing the right method for filling open ERG leader roles.
One of the most common questions ERG program managers face is how to fill open ERG leader positions. There are three main approaches, and each comes with its own trade-offs. The key is choosing the method that aligns with your company culture, ERG maturity, and the specific role you are trying to fill.
Method 1: Applications
The most structured approach is to open the role up for applications. This gives anyone who is interested a fair shot and can surface candidates you might not have considered. Applications work best when you have a clear job description for the ERG leader role and a transparent evaluation rubric.
Pros: Fair, transparent, gives ownership to the applicant.
Cons: Can attract people who want the title but lack the time or skills; requires a selection process that can feel political.
Method 2: Elections
Elections democratize the process and can build strong community buy-in. Members feel they have a voice in who represents them. This approach works well in mature ERGs with an engaged membership base.
Pros: High member engagement, democratic legitimacy, builds community investment.
Cons: Popularity contests can override competence; may discourage qualified but less visible candidates; can become divisive.
Method 3: Voluntolding
Sometimes the best candidate is obvious, and the most efficient path is simply asking them directly — what some call "voluntolding." This is especially common when you need someone with a specific skill set or seniority level, or when you are launching a new ERG and need a founding leader.
Pros: Fast, targeted, you get exactly who you need.
Cons: Can feel imposed; the person may say yes out of obligation and burn out later; does not build democratic culture.
The Bottom Line
There is no universally right answer. The best approach often depends on the ERG program maturity and the specific needs of the group. For more on what makes a strong ERG leader, see our post on the key roles executive sponsors play.