ERG Leadership Burnout Is Real, Here’s How to Fix It
When ERG Leaders Burn Out, Everyone Feels It
ERG leadership burnout is one of the most common (and preventable) for an ERG program. You can see it creeping in, the missed meetings, the skipped events, the emails that go unanswered. It’s not because your leads don’t care. They do. They just can’t keep holding the weight without support.
Most ERG programs rely on a handful of passionate volunteers to keep everything running. These leads are planning events, managing member engagement, handling communication, chasing leadership alignment—and doing all of it on top of their actual day jobs.
It’s a recipe for burnout. And it’s avoidable.
Why ERG Burnout Happens So Often
The issue isn’t passion. It’s the lack of structure and support behind that passion.
Let’s break it down:
- ERG leads are often chosen for visibility, not readiness
- There’s no formal onboarding or role clarity
- Sponsors are “assigned,” but not really engaged
- Goals are unclear, so leads try to do everything
- There’s no training, feedback loop, or space to reset
That’s not leadership development. That’s throwing someone into the deep end and hoping they swim.
What Support Should Actually Look Like
You don’t fix ERG burnout with pizza parties or pep talks. You fix it with process and clarity. Here’s what that might include:
Role Clarity
Every ERG lead should know:
- What’s expected (and what’s not)
- How much time is realistically needed
- Who they go to for support or approvals
- How success will be measured
Without this, you’re setting them up to fail—quietly.
Onboarding & Training
New leads need context, tools, and a plan. A one-pager and “shadow the last lead” isn’t enough. Think of it like leadership onboarding. Because that’s what it is.
Shared Leadership
One lead can’t (and shouldn’t) do it all. Use co-leads, project leads, or rotating responsibilities. That kind of shared load is key to long-term sustainability.
Sponsor Activation
If your sponsors are invisible, your leads are doing double duty. Sponsors need a clear role, a real relationship with the lead, and some coaching of their own.
Exit Planning
Burnout hits hardest when people feel stuck. Build in natural transitions, term limits, or succession plans so leads can hand off, not burn out.
The Bigger Picture
When ERG leaders are supported, everything gets better. Engagement goes up. Events have more purpose. Sponsors actually show up. And the work feels energizing—not exhausting.
If your leads are pulling back or silently drowning, don’t assume it’s a motivation issue. Start with the system around them.
Fix the structure. Support the people. The impact will follow.
Want more real talk on what makes ERGs actually work? Head over to our blog for more leadership insights and practical tools.
And when you’re ready to build something sustainable Book a Discovery Call.
