Frequently asked questions

The ERG Movement offers a full suite of ERG enablement services, including consulting, training, onboarding systems, data dashboards, and (coming soon) AI-powered tools. Our signature offers include the ERG Fresh Start Program, the ERG Recipe Book, custom-built dashboards, and workshops for ERG Leaders. Whether you’re starting from scratch or scaling a mature program, we help you create ERG systems that actually work.

Both. ERG Leaders get hands-on programming and facilitation training through our ERG Recipe Book and ERG Chefs Academy™. ERG Program Managers receive strategic support through 1:1 coaching, dashboards, documentation reviews, and our full Fresh Start experience. Every service is designed around real outcomes, not theory.

The ERG Recipe Book is a training tool and tactical programming guide for ERG leaders. It includes creative, plug-and-play event formats with clear instructions, outcomes, and planning tips. Companies often buy a copy for each ERG lead as a gift or use it as part of our ERG Chefs Academy™ cohort.

Yes. We design custom ERG dashboards using tools your team already has—like Google Looker Studio or Microsoft Power BI—so there are no ongoing software fees. Each dashboard includes key engagement metrics, program health indicators, and a user-friendly layout built for ERG leaders. It’s a one-time setup, with 6 months of support included.

It depends on your ERG program’s stage and your top priorities.
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- If your ERG program feels messy, chaotic, or misaligned → start with the ERG Fresh Start Program
- If your ERG leaders need better programming ideas and guidance → get the ERG Recipe Book or enroll them in ERG Chefs Academy™
- If you want to align and energize your ERG community in a single event → book an ERG Workshop or Summit
- If you need help measuring what’s working → book a Custom Dashboard build
- If you’re an ERG Program Manager seeking direct strategy support → book 1:1 Coaching

Still not sure? Contact us and we’ll help you find the best fit.

Most ERG programs fail because they’re launched without structure, sustained strategy, or clear expectations. Leads burn out. Engagement drops. Leadership loses faith. At The ERG Movement™, we’ve found that programs fall apart when there’s no operational backbone—just vibes. That’s why our model is built on systems that reduce lift, clarify purpose, and drive real results.

Some companies use “BRG” (Business Resource Group) to signal more direct business impact, but the truth is: the label doesn’t matter if your program lacks structure. Whether you call it an ERG, BRG, or Affinity Group, we teach you how to build something that actually works. Strategy > semantics.

Focus on structure over effort. Most engagement problems aren’t about needing “more”—they’re about needing better. Our 3Ps framework (Purpose, Processes, Programming) helps ERG programs streamline operations, improve consistency, and activate members with less chaos. The key is making it easier for leaders to lead.

The 3Ps—Purpose, Processes, and Programming—are the backbone of every successful ERG program.

‍Purpose defines your vision, your core member strategy, and the stakeholders you serve.
‍Processes create your operational ecosystem—including governance, SOPs, and systems that drive consistency.
‍Programming builds your ERG leaders’ skill in community facilitation, so they can engage members year-round with intention.
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Most ERG programs skip straight to programming, but without Purpose and Processes, even the best events fall flat. We help you build from the ground up—starting with what actually makes ERGs work.

We use a 5-phase model rooted in business development maturity—no complicated ERG assessment or survey needed. Just by looking at the phases, most teams can instantly recognize where their program is.

‍Infancy – Your program is just getting started. This is where you define your purpose, set up governance, align your stakeholders, and build your foundational structure. Most burnout happens when teams skip this phase.

‍Early Adolescence – You’ve launched and now you’re storming. This is the first six months of figuring things out—testing systems, working through challenges, and stabilizing your operations. It’s where you confirm what’s working and where support is still needed.

‍Mid Adolescence – You’re seeing sustained success. Your programming is consistent, your leaders are going through real transitions, and expectations are gradually rising. At this stage, your program is steadily evolving and improving across cycles.

‍Late Adolescence – Your program is ready to grow. You’ve proven success under your current structure, and now you can scale intentionally. Your ERGs are operating more independently while still aligned, and you can handle growth without chaos.

‍Maturity – Your program is thriving with high-level programming, sustained engagement, and strong ERG leader ownership. It runs smoothly with minimal oversight and continues to deliver value in a self-sustaining way.

‍Bonus: The Broken Adolescence Phase – This is where most programs actually get stuck. You’ve technically launched, but because the foundational structure wasn’t set up properly in Infancy, your program isn’t growing—it’s just operating in survival mode. We help you go back and rebuild what was missed so your program can actually develop.

Start by browsing our services pages to see which option best fits your needs. Whether you’re looking for help with structure, programming, or measurement, you’ll find what you’re looking for. Each service includes clear next steps—and when you’re ready, just hit the Book a Call button on any page to connect with us.

Yes! Many of our clients first engage with us through a single workshop or speaking session. Our most popular starting point is the Increasing ERG Engagement workshop—a powerful one-off session that helps you move the needle immediately without a huge commitment.

Absolutely. We work with ERGs of all kinds—remote, hybrid, in-person, global, local, across all industries and naming conventions. Whether you call it a BRG, Affinity Group, Network, ERG, or one of the other 60+ monikers that we've seen—we’ve got you.

Assuming your ERG program launched in a healthy way, the next challenge is often overlooked: teaching your ERG leaders how to actually lead—not just manage logistics, but create engaging, sustainable communities.
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That means building their skillset as modern-day community facilitators. It takes creativity, strategy, and tools that make the job easier—not just harder.
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We offer multiple ways to support that next stage:

📘 Gift your leads a copy of The ERG Recipe Book – a practical, no-fluff guide to better programming
🎤 Book a workshop – or a full workshop series – to develop key facilitation skills
🍳 Enroll them in The ERG Chefs Academy™, our flagship training cohort that teaches leaders how to design and deliver powerful programming with ease
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Post-launch isn’t just about keeping the lights on—it’s about helping your leads become confident, creative facilitators who know how to build real community. That’s where we come in.

Yes! We offer a ton of free ERG resources, including:

‍Newsletter sign-up for programming tips and event invites
‍ERG Champs Community – our free member space for leaders and program managers
‍YouTube Channel with video content and workshop recaps
‍LinkedIn – follow us for daily ERG insights
Template Library full of practical guides and quick templates
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You don’t have to commit to anything big to start learning—just jump in wherever you’re ready.

An Employee Resource Group (ERG) is a company-supported, employee-powered program that creates internal spaces for connection around shared identities, experiences, or interests. More than just a DEI initiative, ERGs function as strategic hubs for community-building, retention, and employee experience.

ERGs give employees a pathway to champion the internal culture of the organization—using community in ways that feel meaningful to them. It’s a level of engagement that employee engagement teams could never achieve alone, because it’s powered by volunteers who understand their peers from the inside. That’s the real win-win: you’re scaling culture through internal volunteerism.
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Naturally, when culture improves, so does morale, retention, presenteeism, and overall workplace energy. ERGs aren’t for everyone—but for the people who engage with them, they can be one of the most meaningful parts of their employee experience.
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But here’s the real truth: most ERG programs fall short not because the idea is flawed, but because the structure is.
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Without the right foundation, ERGs become a cycle of burnout, performative programming, or internal conflict. But when they’re built intentionally—with clear purpose, governance, and community facilitation skills—they become powerful engines for employee retention, leadership development, cultural insight, and internal trust.

Most ERG leads are doing this work on top of their day job—which means commitment needs to be clear, defined, and protected. A healthy structure typically includes 1-3 hours per week, depending on the season and support systems in place. But without role clarity, executive buy-in, and documented processes, that time can spiral fast. If your leads are burning out, it’s likely not a commitment issue—it’s a structure issue.

Only if they’re built without guardrails. Clear documentation and intentional framing around inclusion (not exclusion) keep ERGs in compliance. We work with legal teams to make sure programs are both compliant and community-centered.

As the name suggests, Employee Resource Groups are for employees of a company. In most cases, any employee can join any ERG—regardless of whether they personally identify with the community. That’s intentional. ERGs aren’t exclusive spaces—they’re structured communities where employees can connect, learn, and contribute.
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That said, there are some important exceptions. Depending on your company’s legal framework, contractors may not be eligible to join due to employment classification rules. Similarly, frontline employees may not be fully included in the first phase of a program rollout—often due to scheduling constraints or limited access to internal systems. These decisions should be intentional, documented, and revisited over time as your program matures.