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ERG Strategy Reset: A Blueprint for 2026

Updated: Dec 9, 2025

Most organizations run their ERG programs on autopilot. Same groups, same events, same leaders year after year.


That worked when employee expectations were stable. It doesn't work now. Gen Z is reshaping workplace culture, hybrid work has changed how people connect, and leadership is asking harder questions about ROI. ERG Program Managers need to evaluate whether ERGs are actually working.


Here's a practical 3-phase blueprint for assessing your program and positioning it for what's ahead.


Phase 1: Assess Your Current State


Before making changes, you need clarity on where you stand.


Get Your Data in Order


Pull together membership numbers, event attendance, and engagement trends across your ERGs. Which groups grew? Which stayed flat or declined?


If your data lives in spreadsheets and email threads, you're already facing a visibility problem. One Fortune 500 consulting firm found that leadership lacked real-time data and ERGs operated inconsistently across regions. The solution was centralizing everything into a single platform with automated reporting.


No usable metrics? That's your first finding. ERG management software may be the prerequisite to meaningful evaluation.


Talk to ERG Leaders and Members


Block time with your ERG leads for candid conversations. Ask what worked, what frustrated them, and what they would do differently. They are closest to the ground and see patterns that metrics might miss.


Survey ERG members too. Find out which initiatives they valued, what they wish existed, and whether they would recommend their ERGs to colleagues. Keep it short. Five targeted questions will get better completion rates than lengthy questionnaires. ERG platforms with targeted-audience features make surveying members both easier and more impactful. Mass surveys, by contrast, tend to be generic and often disappear into inbox clutter.


Phase 2: Prune and Plant


Once you have a clear picture, it's time to make decisions.


Be Honest About What Isn't Working


Not every ERG deserves continuation. If a group has declining membership, minimal attendance, and disengaged leadership, discontinuing it may be the right call. Resources tied up in stagnant programs could be redirected toward thriving communities.


This isn't failure. It's program management. Pruning is just as important as proliferation.


Lay Groundwork for New ERGs


Your member survey likely surfaced interest in communities that don't exist yet. Before launching, assess demand, identify natural leaders, and secure executive sponsorship early.

New ERGs need visible support to gain traction.


The biggest predictor of ERG success is strong, sustained leadership. Ensure you have committed leads and a succession plan before announcing anything.


Phase 3: Evolve ERG Strategy for 2026


Assessment and pruning set the foundation. This next phase positions your program for the workforce shifts defining the year ahead.


Embrace the Multi-Generational Workforce


By 2025, Gen Z and Millennials comprise nearly two-thirds (around 66%) of the workforce. Deloitte's 2025 survey found that 89% of Gen Z employees want purpose-driven work and scrutinize employers' societal impact before applying.


According to SHRM, about 1 in 3 employees say generational differences contributed to workplace tension. ERGs can bridge these gaps, but only if they welcome employees across career stages.


Consider whether your ERGs serve all generations. Early-career employees may want networking. Mid-career professionals may seek leadership development. Senior employees may want to give back through mentorship.


Optimize for Hybrid Work


Stack ERG events on designated anchor days when employees are already coming to the office. A Fortune 500 consulting firm found this approach consistently outperforms scattered programming.


Always offer virtual access. Employees who can't make it in person shouldn't be excluded from the community. Track the gap between RSVPs and attendance to reveal barriers you might not otherwise see.


Introduce ERG Mentoring


ERGs are natural homes for mentoring. Members already share common experiences. Adding structure elevates the value they provide.


Consider reverse mentoring where junior employees mentor senior leaders on technology or generational perspectives. Facilitate career conversations among members who share similar backgrounds. And recognize ERG leadership itself as a development opportunity that builds facilitation and stakeholder management skills. ERG mentoring can be a game-changer when done right.


Connect ERG Data to Business Outcomes


The most compelling case for ERG investment comes from connecting participation to metrics leadership cares about.


One Fortune 500 consulting firm integrated their ERG platform with HRIS data and discovered that ERG members have 50% longer tenure than non-members and are 89% more likely to be high performers. That correlation transforms ERGs from "nice to have" to strategic talent investment.


Align ERGs with Purpose


Gen Z wants ERGs that reflect values they care about. Your ERG portfolio communicates what your organization stands for.


Review whether your communities reflect stated organizational priorities. If sustainability is a corporate value but you lack an environmental ERG, there's a gap. Employees notice.


Set Your ERG Program Up for 2026


ERG strategy isn't something you set once and forget. The most effective programs are evaluated annually, pruned when necessary, and evolved to meet changing workforce expectations.


Teleskope helps enterprise teams centralize ERG management, track participation metrics, and connect engagement data to business outcomes. More than 30 Fortune 500 companies use the platform to run consistent, scalable ERG programs.


Ready to evaluate your ERG program with real data? Schedule a demo to see how Teleskope can help.


FAQs


How often should organizations evaluate their ERG programs?


Annual evaluation aligns with budget cycles and gives programs time to demonstrate results. Quarterly check-ins with ERG leaders help surface issues before they become entrenched.


What metrics should I track to measure ERG success?


Start with membership growth, event attendance, and engagement rates. Advanced measurement connects ERG participation to retention, performance ratings, and promotion patterns. Member satisfaction surveys provide qualitative insight numbers alone miss. Read the blog 10 Essential ERG Metrics Every Leader Should Track


How do I know when to discontinue an ERG?


Signs include sustained membership decline, minimal participation, difficulty finding leadership successors, and lack of alignment with workforce needs. Before discontinuing, assess whether the problem is the ERG's mission or its execution.


Additional Resources



About the Author: Priyanka Gujar is a Senior Marketing Manager and experienced writer on employee experience and workplace technology. Read more here.


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