The Culture Code: The Secrets of Highly Successful Groups

by Daniel Coyle

The experiment went like this: Several hundred new hires were divided into two groups, plus the usual control group. Group one received standard training plus an additional hour that focused on WIPRO’s identity. These trainees heard about the company’s successes, met a “star performer,” and answered questions about their first impressions of WIPRO. At the end of the hour, they received a fleece sweatshirt embroidered with the company’s name. Group two also received the standard training, plus an additional hour focused not on the company but on the employee. These trainees were asked questions like What is unique about you that leads to your happiest times and best performances at work? In a brief exercise, they were asked to imagine they were lost at sea and to consider what special skills they might bring to the situation. At the end of the hour, they were given a fleece sweatshirt embroidered with their name alongside the company’s name.

What would group 2'S retention plan look like for a high school swim program?