Building meaningful connections with our colleagues has never been more important, and creating a culture of connection has never been more of a priority for business and HR leaders. As hybrid work continues and expands, being able to stay connected to the people we work with, no matter where we’re all working, is paramount to us feeling part of the company, its missions and its values. Out of this connection comes engagement and innovation, and a sense of belonging that is key to retention.   

Employee Resource Groups (ERGs) are a great way to build this type of human connection – bringing employees together from across an entire organisation and uniting them around shared purpose and values. Post Covid and other challenges of the past few years, and in the midst of the current cost-of-living crisis, ERGs provide employees with a safe space to share their thoughts and concerns and find support from likeminded people. Whether they’re centred around DEI, Working Parents or Financial Support, ERGs can be a support conduit for whatever employees need. 

In our recent Workhuman Live session, “Employee Resource Groups: The Next Generation” the panellists explored the challenges companies face in their efforts to elevate ERG initiatives, from simple support to strategic drivers. One thing came out on top as the most powerful tool for reinforcing the strategies that their ERGs are trying to achieve – and that was recognition. 

The benefits of recognition  

Whether team-based or individual, recognition has huge benefits to employees and the organisation as a whole. Gallup and Workhuman’s recent recognition research , for example, found that when recognition hits the mark, employees are: 

• 73% less likely to “always” or “very often” feel burned out 
• 56% less likely to be looking or watching for job opportunities 
• 44% more likely to be “thriving” in their life overall 
• 5x as likely to feel connected to their culture 

• 4x as likely to be engaged 
• 5x as like to see a path to grow at their organisation 
• 4x as likely to recommend their organisation to friends and family 

At its core, employee recognition is the act of publicly acknowledging employees for who they are and what they do. Through positive feedback, employees recognise each other on a human level, where everyone is included and everyone is recognised for what they bring to the table. This makes it a perfect complement to ERGs, where employees are already coming together over shared values and a positive attitude of wanting to make the workplace better for all. 

But what does recognition look like in an ERG setting? It can come in many forms.  

Employees who participate in or lead ERGs could, for example, be given a stipend or cash reward for achievements that go above and beyond, something that Drew Lewis, VP of global diversity & talent at ADP is already implementing within the company’s ERG system.   

At Merck, where EBRGs (Employee Business Resource Groups) have been a pillar of the employee experience for 50 years, group leaders receive additional compensation for their time and are given access to the company’s high potential talent portfolio. In addition, all of the EBRG leaders can recognise their team members through its Workhuman-powered recognition platform, INSPIRE, enabling them to show appreciation to those who deserve it.  

Building a culture of development, inclusivity and connection  

Recognition can also be used within ERGs to offer development opportunities, as well as build a stronger culture of connection and equity. At Workday, for example, global head of programme and operations Kumari Williams sees ERGs as an opportunity to recognise key talent and reward them with career development, supporting people by helping them to move to the next stage of their career.  

At ADP, ERGs are part of the company’s overall business strategy, and are used as learning opportunities to ensure that women, the LGBTQ community, the Black community, the Latino community, and every type of employee is recognised for who they are and that they get the support they need from their company to be successful. 

Building this culture of inclusivity and connection is especially vital at a time when many employees are working remotely, and for Sherita Lee, director of global talent and leadership at Merck, remote working has encouraged more employees to participate in community activities, with ERGs being used as a vehicle to bring everyone together.   

At Workhuman we use our own program, called Spark, to recognise the leaders and members of our various ERGs for all that they do to contribute to our culture and employee experience. Our ERGs include Parents at Workhuman, The Women’s Network, SPARKLE (LGBTQIA+), Sustainability, and Diversity, Equity & Inclusion. 

Bringing the human to work 

Human connection at work has never been more important, and ERGs give employees and leaders the perfect opportunity to build on this connection and ensure the workplace and its culture creates an environment where everyone feels included, welcomed and recognised.  

Recognition is a powerful addition to any ERG, helping forge even stronger human bonds between employees and uniting them around common goals. When ERGs are brought further into the fold of an organisation – such as aligning them with your DEI strategy – leaders can get real-time insights into how employees are feeling and what they expect from their employer. Take the opportunity to make the most of the passion employees have and use it to benefit the entire organisation – and make work more human.