TeamKC Roundtables bring together a network of HR and recruiting professionals to discuss relevant topics. This month, Black & Veatch hosted the TeamKC network to discuss employee resource groups (ERGs) and team culture + norms. Here are the top takeaways… 

THE HIGHLIGHTS

• ERGs provide a space for employees to express themselves and move the needle within company culture. Showcasing these groups can have a big impact on recruiting, especially for Gen Z, but the main challenge lies in staffing the groups and avoiding burnout for volunteer leaders. 

• Establishing intentional team culture and norms can help set expectations and increase efficiency. Finding the best solutions for your team will take trial and error but can have a major impact. 

THE DETAILS

Employee Resource Groups 

• ERGs are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace aligned with the organizations they serve. Today, according to TopMBA, ERGs are found in 90% of Fortune 500 companies. (Great Place to Work)

• In many organizations, ERG leadership positions are volunteer opportunities with responsibilities added to the day-to-day workload. While many appreciate the opportunity to gain leadership experience and manage people, burnout among leaders is prevalent. Consider structuring term limits for these positions to facilitate succession planning. 

• Recognizing leaders is important. Some companies offer bonus pay or performance compensation to ERG chairs. If the budget is too tight, consider getting creative with benefits to find other offerings like extra time off, etc. 

• In more ways than one, ERGs can help with your recruiting efforts. Gen Z workers want to know their organization is making an effort in the diversity, equity, inclusion and belonging (DEI&B) space, so establishing these groups as a core part of your culture can be very attractive to incoming candidates. 

• ERGs within your organization can serve as a connector to similar groups on college campuses. Consider making these employees official recruitment ambassadors for your company. 

Team Culture + Norms 

• Adopted norms, or a common set of expectations, can influence your team's interactions and culture and build team morale.

• Employees who feel connected to their organization’s culture are 3.7x as likely to be engaged at work and 55% less likely to watch for job opportunities or actively look for another job. (Gallup)

• How do you get new hires up to speed on culture and norms? Consider creating a team culture “playbook” to share during the onboarding process, then lean on managers to follow up. 

• Meeting efficiency might be the most largely debated norm. Virtual or in-person? Cameras on or off? Could this have been an email??? Bottom line - everyone wants as much time back as possible. Establishing an agenda, sticking to a predetermined cutoff time and flat out avoiding unnecessary gatherings will make your team members very happy. 

• Walking the walk is the most important piece. Execs should lead by example when it comes to following meeting rules, taking PTO, etc. If they’re falling in line, others will too. 

Thank you to Black & Veatch for hosting! For more information on how TeamKC can be a resource for your talent attraction, retention and development efforts, contact Danielle Hilton.