A practical handout for ERG Program Managers on the "Second P" (Processes) for a sustainable and scalable program.

The 3 P's of ERGs (The Foundation)

A successful ERG program is built in this specific order. Many programs fail by skipping straight to #3.

1. Purpose: Your "Why." The program's vision, scope, and boundaries.

2. Processes: Your "How." The structure, governance, roles, and workflows.

3. Program: Your "What." The events, communications, and activities.

Core Mindset Shifts

• Clarity is Caring: Structure isn't restrictive; it's a kind way to prevent chaos, reduce leader burnout, and set clear expectations.

• Company-Led, People-Powered: This is a crucial shift from "employee-led." The company provides the budget and structure for employees to power the initiatives.

• Leaders Want Structure: Most leaders want a clear framework and will be grateful for it, as long as it genuinely makes their lives easier.

PART ONE: A 5-Step Guide to Building Your Processes

Use these steps to move from the "Wild Wild West" to a structured, efficient system.

Step 1: Define "Must-Dos" (Your Vision of Success)

Before creating roles, define what a successful ERG must accomplish.

• Events: Set a minimum cadence (e.g., 1 quarterly live member event).

• Communications: Standardize the platform (e.g., Viva Engage, Slack) and frequency (e.g., 2-3 posts per week).

• Activities: Plan asynchronous engagement for members (e.g., activities for non-event months).

Step 2: List All Sub-Tasks

Break down every "Must-Do" from Step 1 into its smallest, most granular tasks.

• Example: "Host an event" isn't one task. It’s 15+ sub-tasks:

• Draft event brief

• Book speaker

• Create comms plan

• Set up event link

• Send feedback form

• ...etc.

Step 3: Establish Governance (Roles)

Group the sub-tasks from Step 2 into logical roles. This is how you build your leadership structure.

• Pro-Tip 1 (Task-Based): Use Task-Based Roles (e.g., "Communications Lead," "Events Lead"). Avoid Pillar-Based Roles (e.g., "Career Lead," "Community Lead"), which are vague and hard to measure.

• Pro-Tip 2 (Accountability): Avoid the common "Two Co-Chair" model. It lacks clear ownership. There must be ownership for there to be accountability.

• Alternative Model: "Task-Based Leadership"
  If formal roles face resistance, try this:

1. Hold a quarterly "Delegation Sync" with the leadership team.

2. Review the full list of "Must-Do" tasks for that quarter.

3. Team members volunteer to own specific tasks.

• This is more flexible but still ensures all work is assigned and tracked.

Step 4: Create SOPs (The Handbook)

This is your "how-to" guide for all tasks. This is the glue that holds the process together.

• Format: A living document (e.g., Google Doc, Notion, SharePoint page), not a static PDF.

• Language: Simple, clear, and jargon-free. Aim for a 3rd-grade reading level.

• Contents: Include role breakdowns, how-to guides, templates, stakeholder processes (e.g., "How to work with Internal Comms"), and guidelines.

Step 5: Design Onboarding & Succession

• Onboarding: Create a "Role One-Pager" (see below) for each position to make the new leader's first 30 days simple and clear.

• Succession: Build a clear, documented process for how roles are advertised, filled, and passed on.

PART TWO: Key Deliverables (Your Toolkit)

These are the two most critical documents you will create.

1. The SOP Handbook (Your "How-To" Resource)

Use this as a checklist for your handbook's contents:

• [ ] Program Governance Structure (Org Chart)

• [ ] Detailed Role Breakdowns & Responsibilities

• [ ] How-To Guides & Frameworks (e.g., "How to plan a virtual event")

• [ ] Templates (Comms, Event Briefs) & Trackers (Budget)

• [ ] Stakeholder Partnership Guides (How to work with L&D, Comms, etc.)

• [ ] Code of Conduct, Posting Guidelines, & Social Media Rules

2. The Role One-Pager (Your Onboarding Tool)

Create one for each role. It should be the cover page for that role's section in the SOP.

• [ ] Simple Definition: A 1-2 sentence description of the role's purpose.

• [ ] Input Metrics (The "Checklist"): A simple checklist of what they are expected to do.

  • Example: "Draft 12 posts per month."

  • Example: "Welcome 100% of new members within 30 days of them joining."

• [ ] Outcome Metrics (The "Goal"): The goal they are aiming for.

  • Example: "Maintain a monthly Channel Engagement Score of 25%."

• [ ] Relevant Links: Direct links to their trackers, templates, and the full SOP section.