How Are Our Leaders ~Really~ Doing?

Hello Trailblazers & Changemakers,

You know how, when a loved one is genuinely concerned about you, they’ll ask: “How are you, really?”

It’s time we start asking our ERG leaders the same thing.

Yes, leading an ERG is deeply meaningful and often fueled by passion — but it’s also real (and taxing!) work.

With six months of programming, coordination, and culture-shaping behind us, now’s the time to pause and ask:

How are your ERG leaders actually doing?

The Reality of ERG Leadership: More Than a Passion Project

We can’t keep romanticizing ERG leadership as a feel-good side gig. While many step into these roles because of a personal mission, the expectations quickly pile on: managing events, rallying engagement, running communications, owning budgets, reporting outcomes, and navigating executive relationships — all while doing the job they were actually hired to do.

This isn’t just “extra credit.” It’s extra work.

Too often, companies overlook just how much weight ERG leaders are carrying. The emotional labor, the constant coordination, the need to speak on behalf of an entire identity group — it’s exhausting. And when that effort goes unsupported, burnout becomes the default outcome.

Spot the Signs: Burnout Is Closer Than You Think

If you’ve noticed some shifts in your ERG programming or leadership engagement, you’re probably not imagining things. Burnout rarely announces itself with a neon sign — it creeps in through subtle changes.

Here are some common signals that your ERG leaders might be running on empty:

• Cancelled or postponed events that were once key to your calendar

• Delayed communications or missed meetings

• Unexpected resignations from leadership positions

• Drop-offs in member participation and engagement

These aren’t just logistics issues. They’re warning signs.

Rather than responding reactively, consider what it would look like to proactively prevent this level of disengagement from happening in the first place.

Setting Leaders Up for Success

Too often, ERG leaders are expected to run like high-performing teams without the infrastructure that other teams rely on.

If you're serious about building sustainable communities, start by asking whether your ERG leaders are truly put in a position to win.

Here’s where to look:

• Time Allocation - Is ERG work actually accounted for in their calendars, or is it squeezed in after hours? Leaders need protected time, and that time needs to be backed by their managers. Better yet, consider making ERG leadership part of performance goals or development plans.
  

• Tools and Training - Are you giving leaders the same level of enablement you’d give a new team lead? Planning templates, onboarding guides, software for managing events and budgets — it all helps reduce the admin burden and lets leaders focus on strategy and impact. Consider building a plug-and-play toolkit to reduce the administrative lift for ERG leaders.
  

• Recognition and Incentives - Leading an ERG requires real commitment and hard work. Recognize it accordingly. That might look like shoutouts from execs, professional development stipends, or bonuses. You might even consider running an ERG leader appreciation week or hosting a retreat to fully express your organization’s gratitude for all they do.

Mid-Year Checkpoint: Time to Reflect and Reset

If you haven’t been checking in with your ERG leaders regularly, now’s your moment. Mid-year is the perfect time to step back, reflect on what’s working, and recalibrate your support strategy.

Here are three questions to start the conversation:

• What’s been energizing vs. draining about your role so far this year?

• What support do you wish you had but haven’t received?

• What would make the rest of the year feel more sustainable and impactful?

You don’t need all the answers today, but you do need to start asking the right questions.

Because when we invest in the people guiding our communities, we’re not just supporting programs — we’re scaling connection, trust, and lasting change.

Onward and upward,

Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.