How to Design the Right Employee Resource Group for Every Generation

Employee satisfaction is critical to workplace success, and Employee Resource Groups (ERGs) have become instrumental in promoting a healthy workplace culture. However, different generations want different experiences from ERGs. Improve employee engagement and retention by learning which ERGs appeal to your workforce.

An Employee Resource Group (ERG) is an affiliated subgroup of employees within an organization who share distinct qualities, interests, and goals. ERGs are becoming a critical part of the overall employee experience, joining clear career paths, competitive compensation, and exceptional benefits as ways to improve employee satisfaction.

Happy, satisfied employees are more productive, more engaged and more creative. People also are less likely to leave an organization if they feel tied to the community around them, and Employee Resource Groups create that sense of belonging within a company.

But implementing successful ERGs can be challenging, especially when an organization’s employees span multiple generations. ERGs give employees the chance to share their passions, talents, and interests with their co-workers, but not everyone is looking for the same experience in a resource group.

Today, HR departments are often challenged with creating and maintaining ERGs for four distinct generations:

• The Silent Generation: Born before 1946, this generation comprises only a small part of the workforce, since many members have already retired. They value hard work, loyalty, and dependability.
• Baby Boomers: Born between the late 1940s and the early 1960s, Baby Boomers share the same work ethic as the previous generation. They value personal connections, teamwork, and communication.
• Generation X: Born between the mid-1960s and the early 1980s, members of Generation X are the first “latchkey kids.” They’re entrepreneurial and self-sufficient; they also embrace change, especially technology.
• Millennials: Born between 1983 and 2004, Millennials are used to working and communicating via smartphone. They demand instant gratification, but they’re also willing to take initiative to get things done.

Trying to implement a one-size-fits-all Employee Resource Group will leave one or more of these generations feeling isolated. Instead, organizations should take a look at their workforce and the wide variety of ERGs available to make sure their programs are inclusive and comprehensive.

Consider the following four types of ERGs, along with the generations most likely to join them.

1. Diversity And Inclusion Groups

**Employees who are members of a minority can feel alienated at their organization.** Diversity groups, often organized by race, gender or sexual orientation, create a sense of community and belonging within the company. They also give members a place to share their challenges and collaborate on ideas to create more inclusion within the workplace.

Diversity and inclusion groups include African-American leadership groups, military and veteran networks, LGBTQIA groups, women’s networks and more.

Younger Millennials are less likely to be drawn to ERGs focused on gender or race, but military and veteran groups appeal to the Silent Generation. Baby Boomers, who value a sense of connection and community, are also likely to participate in diversity and inclusion groups.

2. Employee Clubs

Employee clubs bring people together based on shared interests, not similar demographic characteristics. These can be a great way to connect employees who don’t necessarily work closely together, thereby eliminating the silos between different departments.

Employee clubs span a wide range of hobbies and activities. Some examples include:

• Wine clubs
• Movie clubs
• Fantasy football leagues
• Book clubs
• Improv clubs
• Photography clubs

**Millennials favor the work/life integration that employee clubs provide, as these ERGs allow them to explore their interests with co-workers.** Baby Boomers, who value personal connections, also respond well to employee clubs.

Even Generation Xers, who prefer work/life balance rather than work/life integration, often enjoy employee clubs that align with their passions.

3. Sports Leagues

Like employee clubs, sports leagues give employees the opportunity to foster a sense of teamwork based on common interests. These recreational leagues allow employees to stay active, enjoy a sense of healthy competition and form connections with co-workers they might not otherwise engage with.

Sports leagues include everything from soccer to kickball to softball. They don’t need to be organized sports; hiking, yoga and walking clubs all encourage employee engagement while promoting active lifestyles.

**Millennials and Generation Xers are the most likely to join organized employee sports leagues.** In fact, Millennials may even take the initiative to create them if they don’t currently exist.

4. Volunteer Programs

Another way to increase employee satisfaction, both personally and professionally, is to implement volunteer programs. Volunteering gives employees a way to help their community while developing deeper connections to their co-workers and their organization.

Plenty of shelters and soup kitchens rely on corporate volunteering. Companies can also set up volunteer partnerships with Boys & Girls Clubs, Habitat for Humanity and the Red Cross.

More than any other ERG, volunteer programs are universally appealing, since people want the chance to give back but may not have the time or resources to do so.

Implementing ERGs that appeal to several generations can be challenging, but increasing employee engagement and satisfaction makes it worth the time and resources. Before starting an ERG program, HR departments should be familiar with the generations that make up their workforce, along with the groups and programs that appeal to each one