The Real Story Behind the Data

Hello Trailblazers & Changemakers,

If you lead an employee resource group, chances are you’re tracking something: event attendance, Slack engagement, newsletter opens, survey responses, etc.

When collected and used strategically, engagement data can be a powerful tool for insight. Alternatively, it can become a collection of vanity metrics that look good in a slide deck but don’t drive better decisions. The difference comes down to what you measure, how you interpret it, and what you do next.

What is that data actually telling you? And how can you use it to drive continuous improvement for your ERG?

Let’s dive in.

Vanity Metrics vs. Meaningful Signals

Vanity metrics are those that look or sound good initially, but don’t offer useful information or spark actionable insights.

The key is to focus not on the numbers that feel impressive (a long RSVP list or a spike in attendance during a heritage month), but on the signals that ultimately tell the full story. These tend to show up in patterns over time. For example:

• Are the same people showing up to everything?

• Do people stay involved after their first event, or do they disappear?

• Are members volunteering, speaking, or otherwise leaning in, or are they mostly observing?

• Do new hires join quickly, or does it take months for them to engage?

These signals say more about community health than a single headcount ever could.

The important question isn’t “how many people came?” It’s “are we building sustained connection?”

What Participation Trends Reveal About Trust

More than pure interest, engagement often reflects employees’ trust in the mission and execution of an ERG. 

When people consistently show up, contribute, and raise their hands, it usually means they feel safe, valued, and confident that their time will be respected. When participation drops off, it can signal something deeper than a busy calendar.

Maybe members aren’t sure their voices matter.
Maybe programming isn’t meeting their needs anymore.
Maybe leaders are stretched too thin and can no longer expend their time on voluntary activities.

This doesn’t necessarily mean that something is “wrong,” but it does present an opportunity to listen more closely.

One of the most overlooked insights is who isn’t participating. Are certain groups consistently quieter? Are newer employees slow to plug in? Are there members who attend once and never return?

Those gaps can reveal where connection isn’t quite sticking yet, and where you might need to shift your approach.

Using Data to Improve Engagement

Some people weaponize data in order to police engagement. Think: sending ERG members’ attendance records after a series of missed meetings. I implore you — don’t do this.

Data should never be used to pressure people into showing up. The goal isn’t to track participation for accountability, but to understand what’s resonating, what’s not, and how to make the experience better.

When used thoughtfully, engagement data can help ERG leaders:

• Identify which types of programs create repeat involvement

• Spot burnout signals early (like declining leader participation or event cancellations)

• Understand when it’s time to try something new

• Make a stronger case for resources by showing real momentum over time

It can also help reframe the conversation with leadership. Instead of just reporting attendance, you can point to trends: growing membership, deeper involvement, increased cross-team participation. That tells a much richer story about community impact.

At its best, data is about clarity, not control. It helps you make decisions with intention instead of guessing what your community needs next.

The goal of every survey, every sign-up sheet, every newsletter — is to drive more meaningful engagement: the kind that builds trust, strengthens relationships, and keeps people coming back because they want to be there, not because they feel obligated.

That’s the real science of it.

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.