Stop Planning ERG Programming Backwards

Hello Trailblazers & Changemakers,

Most ERG leaders plan programming backwards.

They start with the idea: "Let's host a panel." "We should do something for our heritage month." "What if we brought in a speaker?"

Sound familiar?

Here's the problem—none of those define success. A packed calendar doesn't mean impact. Activity doesn't equal progress.

After leading 15+ ERG workshops for companies ranging from 5,000 to 50,000 employees, I've seen the same pattern over and over: well-intentioned leaders burning out while running programs that don't move the needle.

The ERGs that consistently deliver impact? They plan differently. They start with strategy, not ideas.

It comes down to one framework:

Goals → Outcomes → Format → Execution

Let me break down each step.

Step 1: Start With the Goal

This is where most ERG leaders go wrong.

They jump straight to format: "Let's do a panel for early-career employees."

But that's not a goal. That's an activity. And activities without intention lead to busy calendars and exhausted volunteers.

Instead, start with the change you want to create.

Ask yourself: What strategic objective are we trying to achieve?

Example:

• ❌ "Let's host a panel for early-career employees" (this is a format)

• ✅ "Increase engagement among early-career members" (this is a goal)

See the difference? The first one locks you into a specific activity before you've even defined what success looks like. The second one opens up possibilities.

When you start with the goal, you shift the conversation from "What should we do?" to "What should change?" That's a fundamentally different question—and it leads to fundamentally better programming.

Step 2: Define the Outcome

Once you have a goal, you need to know how you'll measure success.

Outcomes must be observable or measurable. You should be able to clearly identify whether success occurred—without guessing.

Using our example goal (increase engagement among early-career members), strong outcomes might include:

• At least 30% of early-career members attend two or more ERG programs this quarter

• 70% of participants report feeling more connected to peers at a similar career stage

• 20 new peer-to-peer connections are formed across teams

Notice what these outcomes do:

1. They make engagement concrete. "Engagement" is vague. "30% attend 2+ programs" is specific.

2. They allow you to measure impact. You'll know if you hit the target or not.

3. They create clarity before choosing a format. You're not guessing at what success looks like after the fact.

This is where most ERGs skip ahead. They go straight from "we want more engagement" to "let's plan an event." But without defined outcomes, you have no way to know if your programming actually worked.

Define the outcome first. Then choose how to achieve it.

Step 3: Choose the Lightest-Weight Format

Here's a truth that might feel counterintuitive:

Events are one option—not the default.

I've watched ERG leaders exhaust themselves planning elaborate panels, summits, and speaker series when a simpler format would have achieved the same outcome with a fraction of the effort.

The format should match three things:

• Your team's capacity

• Your members' attention span

• The defined outcome

Using our same example:

If the outcome is stronger peer connection and increased repeat participation, the lightest-weight formats might include:

• Small-group roundtables for early-career members (10-15 people max)

• A recurring 45-minute peer discussion series (monthly, low-lift)

• A structured "Early Career Coffee Chat" matching program (async, scalable)

Why do these work? Because small groups increase real interaction. Recurring touchpoints build consistency. And the format directly supports the defined outcome.

Compare that to a one-time, 200-person panel. Sure, it looks impressive. But does it actually create the peer connections you're trying to build?

The question to ask: What is the simplest way to create the change we defined?

Not the most impressive. Not the most visible. The simplest.

This is how you protect your team's energy while still delivering impact.

Step 4: Plan Execution

Now—and only now—do you plan the logistics.

Execution is the operational layer: communications, measurement, capacity planning, and follow-through.

A few principles:

Be realistic about capacity.
Look honestly at your team's bandwidth, your budget, and your stakeholder support. It's better to execute three programs well than seven programs poorly.

Use a simple communication cadence.
Every program should follow a rhythm: Announcement → Reminder → Day-of → Recap. Post-event recaps are especially important—they reinforce progress toward goals and demonstrate value to leadership.

Measure what matters.
Your measurement should map directly to the outcomes you defined in Step 2:

• Engagement goals → attendance, repeat participation

• Career goals → feedback on skills or confidence gained

• Commerce goals → insights, recommendations, or outcomes leadership can use

Measurement isn't about perfection. It's about proving alignment between what you said you'd do and what you delivered

Why This Framework Works

When you follow Goals → Outcomes → Format → Execution, three things happen:

1. You prevent reactive programming.
No more scrambling because "we should do something for [heritage month]." You have a plan anchored in strategy, not pressure.

2. You reduce burnout.
Intentional programming means fewer, better initiatives. You're not filling a calendar—you're creating impact.

3. You create defensible decisions.
When leadership asks, "Why are you doing this?"—you have an answer. You can point to a specific goal, a defined outcome, and a format chosen to match your capacity.

That's not just good programming. That's strategic leadership.

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 Templates & Worksheets: Ready-to-use resources to plan, launch, and scale your communities.

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