Hey Champs!

Let’s talk about what’s really happening when we push ERGs to become BRGs. Spoiler alert: the BRG model isn’t the “next step” it’s cracked up to be.

Keeping this one SUPER short. I did a Linkedin Live earlier this week sharing how BRGs are Killing ERG Programs. Here’s the recording (it’s unlisted, so only newsletter reader will get access). Here’s a preview of the main takeaways:

🚫 Industry Standard Isn’t Always Best: The idea that BRGs are the “evolution” of ERGs is popular but outdated. Real research shows only 16% of Fortune 500s even use the BRG label. The most successful ERG programs prioritize community over business consulting.

🛠️ The True Role of ERGs: ERGs are meant to drive employee engagement, L&D, and belonging—not to act as free consulting arms for companies. ERGs are a cost center—and that’s okay! A strong ERG builds internal community, not external revenue streams.

⚠️ Red Flags of BRG-ing Your ERG: From confusing legal boundaries to volunteer burnout, ERGs lose their way when they’re pulled into undefined “business impact” roles. Turning ERG members into “consultants” creates potential legal risks and distracts from the real goal: empowering your people.

🔑 Focus on the Basics: The 3Ps—Purpose, Process, and Programming—are the foundation of successful ERGs. When those are strong, we get the best results. ERGs that focus on internal community create “superfan” employees—like a brand with loyal customers. Community is a business strategy + ROI, and it comes without the extreme risk of Lead burnout.

Catch the full recording for the details on why moving back to ERGs (and ditching the BRG label) is actually an evolution for the ERG space.

Want more info on this topic? Reply to this email and I’ll send you my Calendly so we can chat 🙂 

✌🏾 Until next time,

The ERG Homegirl

That’s it for this week! 🙌🏿

Weeks of consistent newsletters: 23 🎊