6 Ways to Take Employee Resource Groups Up a Notch

6 Ways to Take Employee Resource Groups Up a Notch

6 Ways to Take Employee Resource Groups Up a Notch

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Today I want to talk about Employee Resource Groups as a great way to grow at work. 

First, let’s start by defining what an Employee Resource Group is.  In many companies there are groups of folks who share something in common that gather to support each other, put on events and things of that nature.  They have some kind of affinity that may be based on race, culture, gender, sex or some other shared experience.  Some of the common ones are an African-American group, Hispanic group, Indian group, Gay / Lesbian / Transgender group and Military veterans group.  

In many cases these groups are sanctioned and funded by their company.  They usually have an executive who serves as a “sponsor,” and helps them to work through any roadblocks in getting things done. 

In many cases they are known for the events they put on in celebration / education of something related to their group (For example: Black History month, Hispanic Heritage Month, Woman’s History Month, Veteran’s day, etc.). 

The celebrations are great but the biggest opportunity I see is to really be of service to the members of that group.  I have been part of an Employee Resource Group for almost 10 years and here are my thoughts on how to take it up a level. 

6 Ways to take Employee Resource Groups Up a Notch

  1. Really get to know the members of the group by having mixers and asking personal and work related questions.  What do they do when they are not at work?  What are they aspiring to do at work?  What are the biggest challenges.
  2.  Leverage a CRM (Customer Relationship Management) tool to keep track and revisit the information you learn about your group members.  You can use something like Contactually to keep track of the information.
  3. Create Mastermind Groups: Depending on the size of your Employee Resource group I would suggest creating small mastermind groups that can check-in with each other on a weekly basis to see what they are working on, how they are progressing and where there may be help needed.  You can let folks organically create these groups, you can put people together or you can do a combination of the two that involves creating the framework for the mastermind groups.  For example you may have it set up where there is 1 senior person in each mastermind group.
  4. Professional Development: Make professional development a regular part of what your Employee Resource Group provides.  Start by surveying your group members to find out some of their biggest challenges at work and what skills they would like to learn next.  From there, you can have one person who is in charge of professional development and if you meet on a monthly basis, have them bring in a breakdown of a book (the app Blinkist can help) the group should read (in fact you should start a book club;ask me how and I’ll tell you an easy way to do so).  They can curate information using a tool like Flipboard or my personal favorite, Pulse.me to make it easy to find information that may be of interest to the group.  If you are really ready to go digital you can also share articles that may be of interest on a regular basis.  I suggest using something like Meddle.it to share your collective thoughts on the article.
  5. Really help them develop professionally: by tying the projects and assignments that the group works on to business objectives in a very visible way.  Some group members may say, “that’s not what an employee resource group is about,” but remind them, when it comes to review time and they can point to something that actually helped to move the company forward, it’s definitely what the Employee Resource Group is About. 
  6. Build an Online Community: I like the idea of having an online space (intranet or forum) where the Employee Resource Group can stay connected outside of meetings.  You want to change the mindset from, this is something I’m a part of during the meetings to, this is something that is important and even vital to my success as an employee.    

Remember, You don’t Have to leave your job to leave a mark.  This is Mike Ambassador Bruny for Brand Inside a Brand.  

Was that helpful?  If so I invite you to get even more personalized answers, ideas and insights on how you can leverage personal branding to have a bigger impact at work.  Join the movement

About the author:

I'm Mike Ambassador Bruny. I'm a former employee brand ambassador who also worked on the community management aspect of the Intel program. I'm on a mission to change the world of work and am looking for my next full-time opportunity in employee engagement and / or employee advocacy. Learn more: http://bit.ly/mikebruny

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