So, youâve realized itâs time to level up your ERG data gameâfantastic! But letâs be honest, the task can feel overwhelming. You might be thinking, âWhere do I even begin?â If youâre in this boat, youâre not alone. Most ERG programs need to reassess not just what theyâre measuring for success, but also how theyâre measuring it and even how theyâre collecting that data.
Letâs break down the steps to get started.
First things first, you absolutely need to clarify the purpose of your ERG program. Why? Because the purpose will guide the metrics you choose to measure. Your overall goal should be reflected in every ERG leader role, and this will help you determine the right input and outcome metrics.
While Iâd argue that the primary goal of every ERG should be to impact belonging for its members, some programs veer into areas like business impactâoften in ways that arenât quantifiable or truly beneficial to the community. Remember, the true purpose of an ERG is niche programming for communities of employees who arenât typically seen. Whatever your purpose is, make sure itâs clearly stated. This clarity will allow you to build metrics and responsibilities that align with and drive toward your programâs overall goals.
Once you have clarity on your programâs purpose, itâs time to take a hard look at the current roles and responsibilities within your ERG. Every role should be tied to a specific number or metric. Each ERG leader needs at least one clear input metric, which is something they have full control over. For example, communications might need to be scheduled at least three times a week or 12 times a month.
This might sound like a lot, but itâs a great starting point. Remember, weâre talking about volunteers here, and the goal is to ensure they can fulfill their roles in less than two hours a monthâfar less than what many ERG leaders are currently doing.
Next, you need to tie each input metric to a specific outcome metric. If your communications lead is scheduling posts regularly, whatâs the expected outcome? Maybe itâs a higher channel engagement scoreâmeasured by the percentage of members whoâve engaged in the channel over the last 30 days.
This step is crucial because it helps ERG leaders understand not just what they need to do, but what impact their actions should have. Make sure you clearly define the outcome metric for each role, so everyone knows which numbers theyâre responsible for moving.
Itâs not enough to just assign metricsâyou also need to explain why those metrics matter. If your ERG leaders donât understand the importance of the metrics, theyâre less likely to be engaged and accountable. For instance, if a higher channel engagement score indicates that members are finding value in the community, make sure your leaders understand this connection. When people know why theyâre doing something, theyâre more likely to be aligned with the goals and more committed to achieving them.
Now that you know what you're measuring and why, the next step is figuring out how you'll measure it. This means setting up a centralized place to store all your dataâideally in a Google or Excel sheet where everything is easy to access and update. Developing this system can feel overwhelming, but donât worryâIâve got you covered. I created a free ERG Data Metric Collection System and template to get you started. This way, you already have a centralized place to hold all your metrics. Plus, thereâs a full, free resource guide on how to implement this system into your organization. Itâs all completely free and designed to make this step as seamless as possible.
If your data just lives in a spreadsheet, it doesnât tell the story you need. Thatâs why you should bring it to life with a data visualization systemâessentially, a dashboard where charts automatically update and clearly show the current state of your ERG. The goal is to have a simple, yet powerful visualization tool so that anyone who looks at your dashboard can instantly understand where your ERG program stands.
Having a dashboard is great, but itâs not enough on its ownâyou need to use it consistently. As an ERG Program Manager, think of yourself as the âChief Reminder Officer.â Itâs your job to regularly enforce those input expectations and provide updates on the outcome metrics. A good cadence is to check in with ERG leaders at least once a month. During these check-ins, share where they currently stand with their outcome metrics, and offer recommendations on how they can improve. This is also a great time to commend them on their progress. By doing this regularly, you set up your ERG program for success and truly take your ERG data to the next level.
And letâs not forgetâwhen it comes time to report to executives, having this system in place is a game-changer. With an overarching program dashboard that tracks the state of your ERGs, the improvements made through strategic decisions, and how it all ties back to your programâs purpose, you can clearly demonstrate the impact and ROI of your ERG program. This is how you show that your ERG program is being run strategically and is making a real difference.
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