How can onboarding managers recognize and reward the contributions of ERGs and their members?

1 Define the goals and benefits of ERGs

The first step to acknowledge the value of ERGs is to clearly define their goals and benefits for the organization and the new hires. ERGs can help with various aspects of onboarding, such as orientation, mentoring, networking, feedback, and cultural awareness. Onboarding managers should communicate these benefits to the new employees and encourage them to join or explore the ERGs that align with their interests, identities, or needs. They should also provide the ERGs with the necessary resources, support, and recognition to achieve their objectives.

2 Involve ERGs in the onboarding activities

The second step to appreciate the work of ERGs is to involve them in the onboarding activities and events. ERGs can offer a welcoming and engaging environment for the new employees, as well as a source of information and guidance. Onboarding managers should invite the ERGs to participate in the orientation sessions, the social and cultural events, the training and development programs, and the feedback and evaluation processes. They should also facilitate the collaboration and interaction between the ERGs and the new hires, as well as among the different ERGs.

3 Celebrate the achievements and impact of ERGs

The third step to reward the efforts of ERGs is to celebrate their achievements and impact on the organization and the new employees. ERGs can provide valuable insights, suggestions, and solutions to improve the onboarding experience and the overall workplace culture. Onboarding managers should recognize and highlight the achievements and impact of the ERGs and their members, such as the number of new hires they supported, the feedback they received, the initiatives they launched, and the outcomes they delivered. They should also provide the ERGs and their members with tangible and intangible rewards, such as certificates, badges, bonuses, promotions, or opportunities.

4 Solicit and act on the feedback of ERGs

The fourth step to respect the opinions of ERGs is to solicit and act on their feedback on the onboarding process and the workplace culture. ERGs can offer a diverse and inclusive perspective on the strengths and weaknesses of the onboarding process and the workplace culture, as well as the opportunities and challenges for improvement. Onboarding managers should solicit and listen to the feedback of the ERGs and their members, such as through surveys, interviews, focus groups, or forums. They should also act on the feedback and implement the changes or improvements that the ERGs suggested or requested.

5 Foster a culture of collaboration and inclusion

The fifth step to support the growth and development of ERGs is to foster a culture of collaboration and inclusion in the organization. ERGs can contribute to the creation and maintenance of a collaborative and inclusive workplace, where employees feel valued, respected, and empowered. Onboarding managers should foster a culture of collaboration and inclusion by promoting the vision and mission of the ERGs, by encouraging the cross-functional and cross-cultural teamwork among the ERGs and the other employees, and by addressing the issues or barriers that the ERGs and their members face.

6 Review and update the ERG policies and practices

The sixth and final step to ensure the sustainability and effectiveness of ERGs is to review and update the ERG policies and practices on a regular basis. ERGs can evolve and change over time, depending on the needs and expectations of the employees and the organization. Onboarding managers should review and update the ERG policies and practices, such as the membership criteria, the governance structure, the budget allocation, the performance indicators, and the reporting mechanisms. They should also involve the ERGs and their members in the review and update process, and communicate the changes or updates to the new and existing employees.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?