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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Employee Network

Employee networks are crucial in promoting diversity, equity, and inclusion. They provide a platform for employees to connect, share experiences, and collaborate on initiatives that contribute to a positive work environment.

What is an employee network?

An employee network, also known as an employee resource group (ERG) or affinity group, is a voluntary, employee-led organization that brings together individuals with shared interests, backgrounds, or characteristics.

These groups create a sense of community, support, and inclusivity within the workplace. Employee networks aim to foster diversity and provide a platform for employees to connect, collaborate, and address common issues or concerns.

Listen, recognize, award, and retain your employees with our Employee engagement software  

What are the different types of employee networks?

There are 11 different types of employee networks. They are:

  • Women network: A network for women employees to connect, mentor, and empower each other.
  • Asian network: A network for Asian employees and allies to showcase Asian diversity, heritage, and contributions and to support the professional and personal development of Asian employees.
  • Latinx network: A network for Latinx employees and allies to celebrate Latinx culture, identity, and values, and to provide networking, mentoring, and career advancement opportunities for Latinx employees.
  • Veterans network: A network for veterans and military-affiliated employees and allies to support the transition, integration, and retention of veterans in the workplace, and to honor their service and sacrifice.
  • Disability network: A network for employees with disabilities and allies to raise awareness, educate, and advocate for disability inclusion and accessibility in the workplace and beyond.
  • Parents network: A network for employees who are parents or caregivers to share resources, tips, and best practices on balancing work and family life, and to support each other through the joys and challenges of parenthood.
  • Young professionals network: A network for employees who are early in their careers to learn, grow, and network with peers and senior leaders, and to explore career opportunities and pathways.
  • Green network: A network for employees who are passionate about environmental sustainability and social responsibility, and who want to make a positive impact on the planet and society through their work and actions.
  • Wellness network: A network for employees who are interested in health and wellness, and who want to promote a culture of well-being, happiness, and resilience in the workplace and beyond.

What is an employee resource network?

It is a voluntary group of employees who share a common identity, interest, or experience. They provide support, career development, and personal growth for their members. They also help to foster a culture of diversity, inclusion, and belonging in the workplace.

What is the difference between an employee network and an employee resource group?

While both ERGs and Employee networks share similar aims and objectives, there are some key differences:

  • Focus: An ERG often focuses on providing a voice for one under-represented group, whereas an Employee Network may act as a channel for the workforce.
  • Purpose: ERGs are often connected with equality, diversity, and inclusion (EDI), providing a safe space for people with particular characteristics. In contrast, Employee Networks may seek to share interests and/or influence organizational policy.

Why is employee network important?

Here are a few reasons why it’s important:

  • Knowledge sharing: Networks facilitate the exchange of information and ideas, fostering innovation and problem-solving.
  • Collaboration: A strong network can enhance collaboration and teamwork, improving productivity and efficiency.
  • Career development: Networks can provide mentorship, professional development, and career advancement opportunities.
  • Employee engagement: Networks can help employees feel more connected and engaged, boosting morale and job satisfaction.
  • Organizational success: A well-connected workforce can lead to better decision-making, improved business processes, and ultimately, the organization's success.

How do you build an employee network?

Building an effective employee network involves creating an environment that encourages collaboration, communication, and mutual respect. Here’s a step-by-step guide on how to build an employee network:

  • Define the purpose: The first step in building an employee network is to define its purpose. This could be anything from fostering better communication, encouraging innovation, or promoting diversity and inclusion. The purpose will guide the structure and activities of the network.
  • Identify key stakeholders: Identify individuals who are influential and have a vested interest in the success of the network. These could be senior leaders, managers, or employees who are well-respected within the organization.
  • Establish a structure: Decide on the structure of the network. This could be a formal structure with a steering committee and designated roles, or a more informal structure where everyone has an equal say. The structure should align with the purpose of the network.
  • Create a communication plan: A communication plan is essential to keep members informed about the network’s activities and achievements. This could involve regular meetings, newsletters, or a dedicated intranet site.
  • Organize networking events: Regular networking events provide opportunities for members to connect and collaborate. These could be workshops, seminars, social events, or online forums.
  • Provide opportunities for professional development: Offering opportunities for professional development can attract employees to the network. This could involve mentoring programs, training sessions, or guest speakers.
  • Evaluate and adapt: Regularly evaluate the effectiveness of the network and make necessary adjustments. This could involve conducting surveys to gather feedback from members and using this feedback to improve the network.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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