Fiji: Daily Bula Welcome & Farewell Team Sing-Along

Daily Bula Welcome & Farewell Team Sing-Along, Fiji

Context: The Singing Bula Spirit

Step off any plane or boat in Fiji and the first thing you’ll likely hear is a hearty chorus of “Bula!” (meaning “life” or “health”). Many communities in Fiji prize warmth and collective joy, and some break into song at church, at rugby matches, or while working, while practices vary across iTaukei, Indo-Fijian, Rotuman, urban, and rural contexts. For more than a century, locals have farewelled visitors with a beautiful hymn called “Isa Lei,” commonly attributed to composition around 1915 by high chief Ratu Tevita Uluilakeba, though its origins are contested in Fijian and regional sources. This tradition of musical welcome and send-off has woven itself into the fabric of Fijian hospitality, and in the modern tourism era it has also been shaped by resort staging, cruise-ship welcomes, and social media that amplify standardized arrangements. In many hospitality settings—from five-star resorts to some village homestays—teams in Fiji use group singing as a social glue, while practices vary and are not universal across workplaces. The result is often described as an infectious Bula spirit in hospitality settings, while recognizing that experiences vary across communities and sectors.

Meet Sheraton Tokoriki Island Resort

Some global brands operating in Fiji adapt to local musical hospitality practices. At the Sheraton Resort & Spa on Tokoriki Island, management embraced the local welcome-and-farewell custom from day one (the resort’s 2014 opening). Every afternoon around 1:00 PM, as new guests arrive by boat and others depart, staff from every department, gardeners, housekeepers, chefs, and managers alike, gather in the lobby pavilion. Dressed in bright floral bula shirts and sundresses, they form a semi-circle with acoustic guitars and ukuleles at the ready. What follows is equal parts performance and heartfelt gesture: a cheerful Fijian welcome song for the newcomers, followed by a soulful rendition of “Isa Lei” for those leaving. The ritual is so integral that it’s listed on the resort’s daily schedule, described as “the essence of Fijian hospitality, where every guest becomes part of our Sheraton Tokoriki family” *.

The impact on team culture is immediate and visible. At the climax of the song, it’s not unusual to see both guests and employees wiping away tears, then breaking into laughter as someone shouts a final “Moce!” (MO-theh, “goodbye”) or “Vinaka vakalevu!” (vi-NA-ka va-ka-LE-vu, “thank you very much”). Nearby, a resort duty manager and a trainee bellhop exchange grins and high-fives. They just delivered a shared moment of hospitality together. Such scenes play out across Fiji: at another resort on the Coral Coast, a departing family’s farewell breakfast turned into an impromptu concert when dozens of staff gathered to sing them off, even translating the lyrics line by line for the guests’ understanding *. As veteran hospitality manager Moses Saukalou explained, the motivation comes from cultural values, not corporate policy: “Respect is something that we value and it is taught to our children from a very young age. That is why it comes across as genuine, because it is!” * In other words, these employees aren’t just doing a job; they’re sharing a piece of their identity.

The Daily Bula Serenade — Step-by-Step

Minute	Scene	Purpose/Feeling
0–5	Gather & Tune Up: Staff assemble in an open-air lobby or beachfront, strumming guitars and ukuleles; brief eye contact and smiles exchanged.	Signal unity; transition from work tasks to shared experience.
5–10	Bula Chorus: As new arrivals step in, the team launches into an upbeat local Fijian welcome song, clapping and swaying.	Celebrate welcome; break the ice and make everyone feel included instantly.
10–15	Isa Lei Serenade: Departing guests stand at the center while the group sings Isa Lei in rich harmony, often a cappella as guitars fall silent for the final verse.	Honor farewell; create an emotional connection and sense of gratitude on both sides.
15–20	Hugs & Handshells: After the last note, staff members offer consent-based, non-contact gestures by default—such as a smile, a bow, or a hand-over-heart—and, only if invited, may shake hands or present a salusalu (garland), while exchanging personal goodbyes and “vinaka.”	Personalize the bond; show every individual they’re valued beyond transactions.
20	Final Cheer: One leader offers a brief closing cheer and the rest respond with a shared phrase of thanks, followed by laughter. The team then disperses back to duty.	Release tension with humor; end on a high note, reinforcing team camaraderie before work resumes.

(At Sheraton Tokoriki, this ritual is choreographed at a set time daily. In other workplaces, it may unfold more informally, and teams should avoid safety-critical areas and quiet zones, follow union and HR guidance, and observe local noise and space constraints.)

Why It Works — Harmony as Team Glue

Group singing can be a practical team-building method when used thoughtfully. On a biological level, singing together has been associated in peer‑reviewed studies with changes linked to bonding and stress regulation, including endorphins and oxytocin. Researchers have found that when people sing in unison, their heart rates and breathing can synchronize, creating a shared rhythm. This physiological synchronicity lowers stress and boosts a sense of “we’re in this together.” Some peer‑reviewed studies of choirs report small‑to‑moderate improvements in mood and reductions in stress among participants.

Culturally, the Bula Serenade taps into something deeply authentic. Many people in Fiji grow up harmonizing in church or around the kava bowl, so singing at work may feel natural for them while not universal for everyone. It feels like home. That authenticity is contagious. The ritual flattens hierarchies too: when a housekeeping attendant and a CEO are both strumming guitars and blending voices, job titles disappear. What remains is pure collective effervescence, Durkheim’s term for the energy people feel when they participate in a ritual together. In those minutes of melody, any silo or tension from the workday dissolves in the shared mission of giving others a memorable experience. The act of jointly saying “thank you and farewell” to customers also reinforces a service mindset within the team. It’s a daily practice of empathy, putting themselves in the guests’ shoes and feeling gratitude for the work they get to do. In short, singing together can support physical synchrony and shared emotion that, in pilot designs, you can map to operational metrics such as smoother cross‑department handoffs (handoff defects per shift), prosocial help (cross‑team tickets resolved per week), and guest experience (CSAT/NPS mentions of welcome/farewell).

Outcomes & Impact

The Bula Serenade tradition yields benefits that resonate far beyond the songs. Fiji’s tourism industry has reported a 93% visitor satisfaction rating, and industry leaders often credit the warmth of hosts, although this broad indicator should not be attributed solely to singing rituals. Where privacy policies permit and consent is obtained, travelers sometimes post videos of resort staff choirs on social media or write TripAdvisor reviews naming employees who sang at their farewell. This organic publicity not only boosts the employer’s brand (who wouldn’t want to work for a company known for spreading joy?), but it also feeds a virtuous cycle of pride among the staff. At Sheraton Tokoriki, management communications describe the daily ceremony as a marquee attraction, noting that some repeat guests schedule their departures to coincide with Isa Lei time and that new arrivals sometimes highlight the welcome serenade as a memorable first impression.

On the employee side, assess workplace dynamics with brief surveys (for example, a three‑item psychological safety scale and a short belonging scale) and behavioral indicators (for example, cross‑team help frequency) rather than assuming improvement. Departments that once operated in parallel—kitchen, maintenance, front desk—now collaborate on harmonies and choreography, forging friendships that carry over into smoother cooperation on the job. A shy intern who finds her voice in the choir might next find confidence to speak up in a staff meeting. And in a culture where respect is a two-way street, this daily act of appreciation keeps morale surprisingly high even during demanding seasons. Some employees report that singing together is their favorite part of the day, while others prefer to support in non‑singing roles. It’s a break from routine that leaves them energized rather than exhausted. As one Fijian tourism executive summed up, “People love seeing, hearing, and speaking with Fijians” *, the implication being that the best technology or facilities mean little without human heart. By institutionalizing a moment for that heart to shine each day, Fijian teams have turned cultural heritage into a competitive advantage.

Lessons for Global Team Leaders

Principle	Why It Matters	How to Translate
Cultural authenticity	Rituals stick when they’re rooted in genuine local traditions or values. Employees give more of themselves.	Borrow meaningfully: adapt a hometown custom or inside joke into your team routine with permission, attribution, and benefit-sharing, or create your own song rather than using culturally significant works from elsewhere.
Frequent, small doses	A daily or weekly micro-ritual builds habit and trust better than rare big events. Repetition makes the bonding second nature.	Schedule a regular 10-minute team “pause” (a chant, kudos round, mini-game) rather than waiting for annual off-sites.
All-hands participation	Hierarchies flatten when people choose to take part alongside leaders, and voluntary participation with equivalent alternatives boosts mutual respect.	Design activities with low barriers (sing-alongs, group walks) where no special skill or title is needed to join in, and make participation voluntary with equivalent alternatives such as clapping, percussion, greeting, or tech/AV support.
Emotional resonance	Activities that spark joy or nostalgia create stronger social glue than dry, task-oriented meetings. Emotion enhances memory and connection.	Incorporate music, storytelling, or shared food (if culturally appropriate) into gatherings. Aim to make people feel something together.
Gratitude and service	Acts of appreciation (thanking guests, applauding each other) boost morale and give work a deeper sense of purpose.	Embed gratitude in team rituals: shout-outs in stand-ups, appreciative toasts on Fridays, or writing thank-you notes as a group.

Implementation Playbook

Find your “song.” Identify a simple group activity that suits your culture, such as a literal song, a cheer, a dance, or a team mantra. Ensure it’s something everyone can learn without angst, cap group size to fit the space, keep sound levels below local safety guidelines (for example, below 85 dBA), and prepare a one-page run sheet with a facilitator script that includes opt-out language and a brief pre-brief and debrief.
Set the stage. Pick a regular time and place, timebox to 8–12 minutes, and schedule around peak operations and prayer or quiet hours. In person, this could be the lobby at closing time or a short Zoom for remote teams, and provide asynchronous options (for example, a shared playlist or voice thread) and equal alternatives for caregivers and shift workers. Post clear guidance that filming is not allowed without consent, add signage as needed, route external communications for Legal/HR review, and limit any pilot feedback data to non-PII with a retention window of 90 days.
Teach and normalize. Introduce the ritual to new hires early (at onboarding) as an optional practice with zero penalties for opting out and with equivalent alternative roles available. Provide lyrics, guidelines, or a demo. Make it fun, not a test.
Lead with enthusiasm. Leaders and veterans should model respectful participation and assign clear roles (facilitator, safety/consent lead, communications, data) while keeping involvement voluntary. Use a simple facilitator script to protect psychological safety, for example: “Participation is always voluntary; you can sing, clap, or support from the sidelines, and there is no impact on evaluations.” This grants permission for others to drop their inhibitions.
Evolve with feedback. Periodically check in: Is everyone comfortable? Any ideas to mix it up? Run a 6–8 week voluntary pilot with 2–4 teams and a comparison group, aim for at least 70% voluntary opt-in, a +0.3 increase on a 5-point belonging or psychological safety scale, and a −15% handoff defect rate or +10% CSAT, and stop if opt-in falls below 40% or any safety incident occurs.

Common Pitfalls

Forcing performance: Mandating solos or perfect pitch will scare people off. Keep it collective and judgment-free. This is about bonding, not performance.
Cultural misfire: Adopting a cultural element without understanding it (or without local buy-in) can feel tokenistic, so seek permission and guidance from culture-bearers, credit provenance, secure licenses when needed, and share benefits or partner with local artists. If you borrow, borrow with humility and context.
Going through the motions: A ritual done without heart can devolve into cringe. If energy wanes, re-evaluate the format or inject variety rather than letting it become a chore.
Exclusion by ability: Be mindful if someone has a condition (hearing, speech, anxiety) that makes participation tricky. Offer equivalent alternatives such as clapping along, playing light percussion, greeting at the line, or handling tech/AV, and make clear that performance is never tied to evaluation or rewards.

Reflection & Call to Action

In an age of Slack pings and endless Zooms, Fiji’s Bula Serenade reminds us that the most powerful bonding tool of all might just be our own voices. You don’t need a tropical island or a guitar, just a willingness to create a shared moment. Imagine your team ending each week by collectively thanking someone, singing a goofy anthem, or shouting a rally cry. How might that simple act reshape your group’s mood and mindset?

Take a page from the Fijian playbook: start small, be genuine, and let the spirit of togetherness crescendo. Offer a respectful thank you—“Vinaka”—and avoid using unverified sayings or sacred phrases. Spark your team’s own song, and watch how quickly strangers become family. Vinaka! (Thank you!)