Sri Lanka: Workplace New Year Games

Workplace New Year Games, Sri Lanka

Each April, on dates set by the Sinhala solar calendar and annual nakath timings (typically 13–14 April), many Sri Lankan workplaces celebrate Avurudu/Puthandu; for planning, note that in 2026 Sri Lanka marks the holiday on April 13–14 and in 2027 on April 13–14, with exact auspicious times published by the Department of Cultural Affairs. People may light an electric or symbolic lamp, demonstrate a controlled milk‑boil in a supervised area, share sweets, and play low‑risk games such as seated pillow duels on mats, no‑blindfold pot‑breaking with safety gear, tug‑of‑war with gloves and time limits, and sack races. Staff may opt in to recognize Avurudu Ambassadors or Spirit Awards using a privacy‑compliant poll with clear purpose and retention, and then share milk rice with vegan and non‑dairy options. These shared moments, when aligned to priorities like retention, cross‑team collaboration, and employer brand, can help people feel included and build trust while supporting measurable outcomes.

Context

Every April, Sri Lanka observes Avurudu/Puthandu, the Sinhala and Tamil New Year set by the solar Mesha transition and nakath times, with practices that overlap in places and differ across communities, regions, and workplaces. It’s a season of renewal marked by astrological timing, homecoming, and koha bird songs at dawn. Villages and towns host traditional games – such as kotta pora (pillow fighting), kana muttiya bindeema (pot breaking), and kamba adeema (tug‑of‑war) – which are adapted in workplaces as low‑risk versions with safety marshals, clear rules, and no blindfolded striking*. These playful contests carry rich symbolism: the overflowing pot of milk signifies prosperity, and the joyful tug‑of‑war (kamba adeema) symbolizes pulling together, which workplaces can represent through a safe, no‑spill demonstration rather than an actual boil‑over. Given the prominence of shared festivals in Sri Lanka, some workplaces have adapted selected rituals inside office walls in recent decades, balancing cultural respect with safety, inclusivity, and operational needs.

Meet the Tradition at Work

At Pan Asia Bank’s head office in Colombo, April 2023 featured a company‑organized Avurudu games day that transformed the lobby with traditional décor. Dubbed the “Truly Sri Lankan Bank,” Pan Asia decorated its lobby with coconut palm fronds and a clay hearth sourced and installed in line with fire codes and ethical procurement. The CEO joined interns in switching on a symbolic electric lamp at the year’s nakath time, followed by a supervised, electric‑hot‑plate demonstration of the kiri ithireema (milk boiling) without open flames or overflow, as required by HSE policy. Once the milk was sweetened and shared, the neckties came off. Teams from HR and IT squared off in kotta pora (a seated foam‑pillow duel) on mats with spotters and time limits while colleagues cheered. In the courtyard, an accountant took turns at a no‑blindfold, soft‑bat piñata‑style kana muttiya bindeema with goggles and a safety perimeter. All this revelry temporarily relaxed formal roles, with executives and tellers alike sharing a sack‑race lane, while opt‑out choices and alternative roles ensured no one felt pressured to participate.

By design, the event upheld selected, workplace‑safe adaptations of traditional customs and was co‑designed with Sri Lankan employees to include multi‑ethnic perspectives*. Pan Asia’s grand finale put a modern twist on recognition: staff who opted in used a consented, privacy‑minimized poll to select Avurudu Ambassadors and Spirit Awards based on contribution and sportsmanship, rather than a gendered pageant. The awardees, dressed in saree or in sarong with a national shirt or veshti where chosen, embodied a shared Sri Lankan spirit without prescribing gendered attire as confetti rained down.

Across the city at Nestlé Lanka, the scene was similarly festive. The Swiss‑headquartered company’s Colombo campus set up a gemi gedara‑style display with ethically sourced décor and credited artisans, and the Managing Director led an optional, secularly framed ganu denu (first exchange) moment in compliance with workplace policies*. Staff then enthusiastically joined coconut‑scraping contests, kamba adeema (tug‑of‑war) with gloves and mats, and onchili pedima (rope swing) with spotters and time limits, pausing for tea and kevili treats alongside vegan, halal, and non‑dairy options*. Expat executives joined in where comfortable, with traditional dress strictly optional, and noted new appreciation for April traditions through this workplace‑appropriate program. A practical takeaway was that when hospitality and lighthearted activities are thoughtfully structured, colleagues often report feeling more connected at work.

Avurudu Celebration — Step-by-Step

Time (min)	Scene & Custom	Purpose
0–15	Auspicious Start: Lighting of the oil lamp; milk boiling (kiri ithireema) until overflow	Mark prosperity and a fresh start together
15–30	Ceremonial Welcome: New Year greetings (ganu denu exchange) at a decorative well or altar; tasting traditional sweets at the Avurudu table	Honor shared heritage; invoke nostalgia and inclusivity
30–90	Games Galore: Teams rotate through folk games – pillow fights (kotta pora), blind pot-smashing (kana mutti), tug-of-war (kaba adima), sack races, etc.	Encourage friendly competition, laughter, and cross-department bonding
90–110	Pageant & Prizes: Selection of Avurudu Kumari/Kumara (princess & prince) by vote or judges; winners receive trophies (and bragging rights)	Recognize participation; celebrate individuals as cultural ambassadors
110–120	Closing Huddle: Group photo in traditional dress; all sit together to enjoy milk rice (kiribath) and sweet delicacies	Cement a sense of family; share a meal as one team

(Larger companies often invite employees’ families too, turning the office into a mini-carnival for a day.)

Why It Works — The Chemistry of Celebration

Workplace Avurudu festivities work best when inputs (Avurudu symbols, leader participation, mixed‑team games, and a shared meal) activate mechanisms such as social identity, collective effervescence, positive affect, and norm equalization that increase cross‑rank contact and willingness to help. For Sri Lankan staff, re-enacting beloved childhood games with colleagues triggers warm nostalgia and a surge of endorphins. The physical play – for example, coordinated tugging on a rope – can reduce stress and is associated with positive affect and social bonding without needing to invoke oversimplified ‘trust hormone’ claims. Research in social psychology suggests that shared laughter and cooperative activities can accelerate rapport by loosening formal inhibitions, especially when safety and consent are foregrounded. Indeed, when a VP and a new intern take part in a safe, lighthearted game, the informal contact can soften perceived hierarchy without implying that structural power differences disappear.

There’s also a deep inclusion effect at play. By honoring Sinhala and Tamil New Year side-by-side, companies send a message that every culture in the room matters. In internal feedback at several Sri Lankan firms, some employees said festival celebrations strengthened their emotional bond with the organization and their sense of belonging, though rigorous causal evidence is limited. Some younger staff report appreciating visible cultural respect, and leaders can test this with consented pulse surveys rather than assuming a loyalty effect. Additionally, Avurudu’s themes of renewal and forgiveness provide a psychological reset – after friendly competition and shared sweets, teams return to work with fresh optimism (and perhaps a few inside jokes). The ritual works not just on the day of revelry, but in the long run: it turns abstract corporate values like “unity” into a tangible, felt experience.

Outcomes & Impact

Sri Lankan organizations find that these New Year rituals pay dividends in morale and cohesion. In internal comments at a few Sri Lankan companies, some employees described the Avurudu celebration as a favorite workday, and leaders can track simple proxies such as cross‑team help requests, post‑event willingness‑to‑recommend, and opt‑in rates instead of claiming causal jumps in engagement scores. At Pan Asia Bank, the internal communications team prioritized an opt‑in photo policy with clear consent and internal albums by default, sharing only approved images externally to protect privacy while showcasing the employer brand. Nestlé Lanka’s managing director publicly thanked staff for the celebration, framing it as a showcase of “Nestlé’s family spirit”, a talking point that resonates with local job seekers just as much as a salary figure.

On the operations side, some managers credit the Avurudu games with improving teamwork on projects. As some like to quip, if you’ve literally pulled together in a tug-of-war, then collaborating on a project comes a bit more naturally afterward. And beyond office walls, the goodwill spills into communities. It’s become common for companies to extend the New Year spirit to CSR events – for example, a major shipping firm’s staff-run ice-cream dansala (free sweet stall) handed out 4,000 cups to strangers one Vesak evening, bonding employees through service while delighting the public*. In all, the New Year ritual has evolved into a multi‑dimensional engagement practice – part cultural homage, part team‑building, and part community connection – when designed with safety, inclusion, and consent.

Lessons for Global Team Leaders

Principle	Why It Matters	How to Translate
Honor Local Culture	Validates employees’ identities and traditions, boosting pride and loyalty	Co‑design with employees from that culture, credit Sri Lankan origins when relevant, budget for local culture‑bearers or community partners, and avoid sacred rites in workplace contexts
All-In Participation	Shared play breaks down silos and hierarchy	Make participation opt‑in and socially safe to decline, encourage leaders to join without pressure, welcome spectators or alternative roles, and consider inviting families for wider inclusion
Playful Competition	Friendly challenges spark teamwork and trust	Organize low‑stakes contests (egg‑and‑spoon race, trivia quiz) that mix people from different teams, with safety gear where relevant and seated or remote alternatives
Symbol & Storytelling	Rituals carry meaning that amplifies impact	Use a secular symbolic act (for example, switching on an electric lamp or planting a tree) with a brief values framing, and clearly state that all ceremonial elements are optional
Adapt & Include	Cultural nuances matter in global teams	If the team is diverse, rotate festivities or blend elements co‑designed with culture‑bearers, schedule around fasting and prayer times when applicable, and provide remote and night‑shift participation paths

Implementation Playbook

Map the calendar. Identify which cultural festivals resonate with your team (survey if unsure) and schedule a 60–90 minute MVP event that avoids customer‑critical windows and high‑risk environments.
Empower a culture crew. Form a volunteer committee of employees who celebrate that festival to plan activities, and assign clear roles (accountable owner, facilitator/MC, safety officer/first‑aid, comms/data lead) so the event is authentic, compliant, and well‑run.
Set the stage. Decorate the space with traditional colors and props (use electric lamps, check fire codes), arrange a table with labeled vegetarian, halal, vegan, and non‑dairy options, ensure accessibility, and hire/credit local artisans and performers at fair rates.
Blend old & new. Kick off with an optional secular opening (for example, a brief values readout or switching on an electric lamp), then follow with fun games adapted for comfort and ability, with non‑physical and remote alternatives and a clear opt‑out/no‑retaliation policy.
Celebrate and reflect. After the event, run a 6–8 week pilot cycle with 2–4 teams and pre/post/follow‑up pulses (belonging, psychological safety, positive affect), collect only anonymized data with 90‑day retention, set success thresholds (for example, +0.3 on a 5‑point scale, zero recordable injuries, ≥80% recommend), and share highlights on internal channels with opt‑in media consent.

Common Pitfalls

Tokenism: Treating the festival as a check-the-box event without genuine leadership buy-in – employees will sense insincerity.
One-size-fits-all: Ignoring religious or physical sensibilities — for example, pressuring participation, overlooking fasting/prayer times (such as Ramadan when it overlaps in April), omitting accessibility needs, or scheduling during peak operations.
Safety slips: Fun can turn to injury if basics (hydration, first aid, rules) are neglected. A well‑planned Avurudu assigns a safety officer, uses mats, gloves, spotters, first‑aid and hydration stations, and secures HSE approval before activities begin.

Reflection & Call to Action

In the tapestry of global team culture, threads of local tradition can be the strongest binders. Sri Lanka’s Avurudu office festivals demonstrate how honoring employees’ heritage isn’t just a nice gesture – it’s a strategy for unity and joy. When colleagues share an optional secular opening, exchange heartfelt wishes, or simply laugh over a carefully supervised game of kana muttiya bindeema, they often feel more like a community while respecting different beliefs and comfort levels. The call to action is simple: look to the traditions that make your team members light up, and weave one into your workplace rhythm. It could be one day a year or a small ritual each week – what matters is that it’s authentic. As the Sri Lankan saying goes, “Aluth Avurudda, aluth jeewithayak” – a new year, a new life. Likewise, a well-tended ritual can breathe new life into any team. Start yours, and watch bonds deepen through shared stories, inclusive food, and safe, low‑risk play – warm, respectful, and shared by all.