Employee Retention

Employee retention is one of the most pressing topics in the human resources community. When workloads and turnaround times are at their peak, strategies for retaining employees often fall off our radar. However, studies show that 53% of companies use training and development opportunities as tactics to attract and retain employees.

One effective yet often overlooked strategy is the implementation of Employee Resource Groups (ERGs)—also known as affinity groups. Since the 1970s, affinity groups have played a key role in fostering company culture. ERGs are typically organized around shared identities, such as race, gender, age, and mental health, providing employees with a safe space to find belonging and camaraderie.

Steps to Implementing ERGs

1. Gain Leadership Support and Employee Buy-In

The first step to establishing ERGs is securing support from leadership and engagement from employees. This requires consistent, open, and direct communication.

• Engaging Leadership: Clearly demonstrate how ERGs contribute to reduced turnover and a stronger sense of belonging at work. When leaders understand their role in supporting ERGs, they are more likely to provide the necessary resources for success.

• Encouraging Employees: Reassure your team that their input matters and that their participation is valued. Conducting a brief 3–5 question survey can help identify which ERGs employees would find most beneficial.

  
  

2. Identify and Empower ERG Leaders

Once you’ve established interest, identify team members who are willing to take on leadership roles within the ERGs. This provides an excellent opportunity for employees to develop leadership skills and gain confidence in front of their peers.

• Supporting ERG Leaders: These leaders will need guidance and coaching on balancing ERG responsibilities with their job expectations.

• Stakeholder Involvement: Schedule meetings between ERG leaders and key stakeholders to align on shared goals, available resources, and timelines. Setting expectations upfront will help ensure minimal disruption to daily operations.

3. Structure and Launch ERGs

Using data from your initial survey, start shaping your ERG offerings:

• Narrow Down Topics: Create a simple form listing the top five most frequently suggested ERGs and allow employees to indicate their interests.

• Set a Meeting Cadence: Decide whether ERG meetings will be standalone or integrated into regular employee meetings.

• Show Leadership Support: Leadership’s visible enthusiasm and backing will significantly boost employee engagement.

Sustaining ERGs for Long-Term Success

ERGs should be an integral part of your company’s long-term culture, not just a temporary initiative. Like any cultural shift, success requires patience and ongoing effort.

• Monitor and Adapt: Reconnect regularly with ERG leaders and members to assess effectiveness and identify areas for improvement.

• Remove Barriers: Work with ERG leaders to determine obstacles that can be reduced or eliminated to enhance employee satisfaction and retention.

By actively supporting ERGs, companies can cultivate a stronger, more inclusive workplace culture—ultimately leading to higher retention, increased job satisfaction, and a more engaged workforce.