Why Lax ERG Programs Fail (and What to Do Instead)

Let’s Be Honest… A lot of ERG Program Managers are still afraid of structure. There’s this lingering belief that full autonomy equals empowerment—and that if you step in with standardized roles, shared branding, or consistent processes, you’re somehow being “too top-down.” So they back off. They avoid setting expectations. They let each ERG do its own thing in the name of flexibility.

But here’s what I’ve seen across hundreds of programs: the most chaotic ERG programs are almost always the ones with the least structure. And the most successful? They’re unified, consistent, and clearly supported by the company.

The Grassroots Era Is Over

Grassroots made sense when ERGs were barely acknowledged, had no funding, and had to fight just to be recognized. But that’s not the reality anymore.

Today, ERGs are funded. They’re visible. They’re in leadership meetings. They’re interfacing with customers. They’re hosting major programs and representing your company brand.

This isn’t a side hustle. These are full programs. And if they’re going to function like programs, they need to be designed like programs.

What Happens When There’s No Structure?

When there’s no structure, everything falls apart:

Each ERG operates completely differently
Roles, onboarding, and output are inconsistent
Leaders burn out or go silent, and no one realizes until something breaks
Your internal and external presence looks disjointed
The ERG PM becomes the emergency contact for every issue

That’s not just unsustainable—it’s ineffective.

Guardrails Aren’t the Enemy—They’re the Upgrade

Structure doesn’t mean micromanagement. It means making it easier to do the right thing, every time. Guardrails are what prevent chaos and protect energy.

The most evolved programs are shifting to program unification. That includes:

Shared Code of Conduct
Clear expectations of behavior across all ERGs.
Shared Design Language
A visual brand system that makes your ERGs look legit and connected.
Shared Processes
Consistent budget requests, onboarding steps, and meeting cadences.

This isn’t about control. It’s about clarity. And clarity is what unlocks scale.

Still Think “Lax” Is Better?

Ask yourself:

Do your ERGs look like they belong to the same company?
Can new leads ramp up in under 30 days?
Are members clear on what they’re getting—and what’s expected of them?
Are you constantly stepping in to fix what should already be working?

If the answer to any of those is “no,” then your lax approach is already costing you.

Decisions & Definitions

We made this month’s theme Decisions & Definitions for a reason.

Before you can evolve your ERG program, you have to decide what it’s actually going to be this year. Will you let it keep drifting in the background, hoping your volunteers pull it together? Or will you treat it like the strategic, company-led program it’s meant to be?

This is the month to draw the line.

Decide what role you’ll play.
Define what success looks like.
Get clear on what you’ll require, support, and enforce.

Because if you don’t make those decisions now, the program will drift—and course-correcting later will be 10x harder. This is the month to lock it in. Do it better in 2026.

Hope this helps ✌🏿

The ERG Homegirl