In an era where employee disengagement has reached epidemic proportions, the mundane routines of office life might hold surprising power. Morning huddles, birthday celebrations, end-of-week socials—these are not mere calendar obligations but potentially transformative forces in organisational culture. When crafted with intention, such rituals can transcend their superficial appearance to become the rhythmic heartbeat of team cohesion.
For organisations that have mastered the art, these practices are not frivolous additions to work life but fundamental components of their operational DNA, comparable to family traditions or pre-match team chants. They answer a primal human need: belonging. But what separates effective rituals from performative gestures? And how can they meaningfully drive engagement rather than merely occupy time?
“When designed with authenticity and meaning, they don’t just engage employees, they ignite passion, strengthen culture and create lasting memories,” says Jaikrishna B, president group-HR, Amara Raja Group. The distinction is critical—the most resonant rituals are not those dictated by policy, but those that emerge organically from genuine moments of connection.
“When designed with authenticity and meaning, they don’t just engage employees, they ignite passion, strengthen culture and create lasting memories.”
Jaikrishna B, president group-HR, Amara Raja Group
Consider Amara Raja’s Morning Coffee Huddle, which evolved naturally from colleagues gathering after their first hour of work. Its value stems not from rigid structure but from organic interaction. “While I do join them occasionally,” notes Jaikrishna, “I also consciously stay away at times to let the team enjoy that space in their own way.” This voluntary nature defines successful rituals—employees anticipate rather than endure them.
Authenticity is non-negotiable, as Praveen Purohit, deputy CHRO, Vedanta Resources, emphasises: “Anything forced is doomed from the start. Calling everyone without an agenda just for the sake of having a meeting is not a ritual—it’s an irritation.”
“Anything forced is doomed from the start. Calling everyone without an agenda just for the sake of having a meeting is not a ritual—it’s an irritation.”
Praveen Purohit, deputy CHRO, Vedanta Resources
Vedanta’s Morning Standing Meeting exemplifies this principle. This 15-20 minute daily check-in serves not as a formal review but as an opportunity for project teams to align on tasks, voice challenges and observe colleagues’ demeanour. “It gives me a quick understanding of where support is needed,” explains Purohit. “It’s not rigid—some days it lasts 15 minutes, some days 45. It’s flexible but focused.”
The company also conducts Fortnightly Team Learning Huddles, deliberately moving conversation away from work matters to explore current affairs, emerging technologies or scientific discoveries. Such discussions prove particularly valuable in bridging multi-generational teams.
At Omega Seiki Mobility, rituals are explicitly tied to organisational values. For nine months, the company has run a Thank You Card initiative where employees recognise peers based on monthly themes aligned with corporate values. These rotate quarterly—the first quarter of fiscal year 2025-26 emphasises alignment, collaboration and execution. Crucially, “these cards aren’t distributed by the human resources department but by supervisors, heads of departments and peers,” says Nitin Khindria, Omega Seiki Mobility’s CHRO. “Only two can be selected, which is what makes it more meaningful.”
“By embedding cultural themes into daily practices, we have substantially enhanced cross-functional collaboration.”
Nitin Khindria, CHRO, Omega Seiki Mobility
This structured approach has yielded measurable outcomes: a 33 per cent reduction in field issues through improved alignment among service, sales and dealer teams. By embedding cultural themes into daily practices, the company has substantially enhanced cross-functional collaboration. Technology integration further reinforces these rituals through IoT-enabled vehicles and tiered support systems that extend collaborative values throughout their ecosystem.
Amara Raja’s rituals function as emotional anchors. Their Afternoon Walks—casual post-lunch strolls around the premises—carry no performance metrics yet foster presence, enable candid conversations and build relationships that transcend organisational hierarchy. Such practices work subtly to reduce stress, enhance collaboration and cultivate collective identity.
For HR leaders seeking to identify high-impact rituals worth preserving, Jaikrishna advises “consistency with flexibility.” The cardinal principle: avoid manufacturing moments artificially. Allow rituals to evolve organically while preserving their emotional essence. Amara Raja’s enduring practices achieve this balance through monthly birthday celebrations that foster camaraderie, spontaneous acknowledgment of personal milestones that demonstrate holistic valuation of individuals, knowledge-sharing masterclasses that promote collective learning, and signature applause that transforms achievements into memorable experiences.
“What works for a 10-member team won’t work for a 100-member one, and not all rituals will suit every situation. However, when employees see meaning, joy and connection in a ritual, it ceases to be an obligation,” Jaikrishna notes.
Sustainability in rituals depends largely on ownership. Top-down, HR-driven practices risk deteriorating into mechanical routines. Conversely, when employees or team leaders take charge, rituals become embedded in organisational fabric.
Purohit advocates “observational leadership”—identifying and formalising natural emerging practices without making them rigid. “You’ll find, over time, that people create rituals without realising. As a leader, my job is to recognise the ones that spark energy and formalise them—without rigidifying them.” Vedanta’s Birthday Connect exemplifies this approach: a concise 20-30 minute celebration without elaborate arrangements. “It’s compact, personal, and never forced. Just a moment of joy and camaraderie,” says Purohit.
Omega Seiki takes a more systematic approach. Khindria ensures each quarter aligns with specific values and measurable behaviours. Performance management, recruitment and internal communications all reflect the quarter’s theme, whether collaboration, execution or innovation.
These examples demonstrate that thoughtfully designed rituals are not distractions from productivity but enhancers of it, forging bonds and creating shared language. However, all interviewed leaders caution against over-ritualisation that transforms meaningful practices into corporate white noise.
“Treat rituals like the seasoning—not the meal,” advises Purohit. “Too much can ruin the dish, while too little can make it bland. You need the right touch.” In the recipe for engaged teams, workplace rituals might just be the most undervalued ingredient.
