Maldives: Bodu Beru Drum-and-Dance Team Jam Ritual

Bodu Beru Drum-and-Dance Team Jam Ritual, Maldives

Context

In the Maldives’ coral atolls, team spirit has long been kindled by rhythm. Boduberu (ބޮޑުބެރު; literally “big drum”) is the islands’ most iconic folk performance *, blending hand-drumming, call-and-response chants, and dance into a communal gathering. Traditionally held at village gatherings or after fishing trips, a Boduberu session starts with a slow, steady beat and builds in tempo, and Maldivian scholarship notes historical African rhythmic influences and tourism‑era changes to performance contexts. By the finale, lines often blur between performer and spectator: many people are clapping or swaying in unison, and some spill into the circle to join the dance *. This shared experience isn’t just entertainment; it often acts as social glue. For centuries, the shared beat of Boduberu has marked celebrations and bound neighbors together, and some participants describe a powerful sense of togetherness in which status can feel less salient. It’s a culturally grounded practice that many modern teams may find inspiring: a ritual where status can feel less salient during shared rhythm.

Meet Summer Island Maldives

Summer Island Maldives, a locally-run beach resort near Malé, has tapped into this musical heritage to bond its workforce. The resort’s leadership, proudly Maldivian, saw an opportunity to turn a tourist show into an employee-driven ritual. Rather than hire outside entertainers, they formed an in-house Boduberu troupe from the staff themselves. Every Friday at dusk, as guests finish dinner, a dozen team members from all departments don traditional feyli (striped sarongs) and white shirts, gather on the sand, and strike up the drums, with the start time set to avoid Friday prayer times *. The group might include a housekeeper on a Boduberu drum, a sous-chef on backing percussion such as the onugandu scraper or bell, and a front-desk clerk leading vocals as part of a chorus, with a master drummer cueing entries. Their songs celebrate island life – verses about heroic fishermen, playful love tales, even satirical takes on village gossip. The performance starts gently, then surges in tempo until the beach is alive with clapping and cheers.

What makes Summer Island’s ritual unique is participation: joining is voluntary and welcoming, with low‑pressure ways to participate that respect modesty and consent. Colleagues join the circle to dance alongside guests during paid time or with overtime or time‑off in lieu, and those who prefer not to perform can contribute in support roles such as clapping, tech, or MC. Over the years, General Manager Mariya Shareef has championed these cultural nights as core to the resort’s identity. During annual Eid festivities such as Kuda Eid (Eid al‑Fitr) and Bodu Eid (Eid al‑Adha), for example, Summer Island’s staff lead guests in traditional games by day and a high‑energy Boduberu show by night, with dates varying each year on the Islamic lunar calendar and schedules set to avoid prayer times *. In 2020, when the pandemic halted travel, the team live-streamed their Eid drum circle on social media so that furloughed colleagues and past guests worldwide could share the moment, and going forward any recording should be strictly opt‑in with clearly marked no‑film roles, no default live‑streams, minimal data collection, and a defined retention window after Legal/HR review *. The message was clear: this isn’t just a hotel performance, it’s a family reunion. By making an ancient island pastime a weekly company tradition, Summer Island has created a cross-cultural bonding experience for employees and visitors alike.

The Ritual

Minute	Scene	Purpose
0–5	Gather & Warm-Up: Team assembles beachside, lighting torches and tuning drums. One drummer taps a soft beat as others hum along.	Mark the transition from work mode to shared activity; participants step into a designated, paid ritual time together.
5–15	Opening Chant: Lead singer (often a resort staff elder) launches into a slow intro verse – a call-and-response about island legends or a colleague’s good deed. Drummers maintain a gentle beat.	Sets a shared rhythm and theme; gives spotlight to local stories and individual recognition in song form.
15–25	Rhythmic Build: Tempo accelerates. Additional coworkers and even guests step forward to clap or dance. Drummers sync in tighter; moves get energetic.	Builds excitement and inclusion; physical synchrony is associated with increased positive affect for many participants. Many participants report feeling “in it” together as the sound swells.
25–30	Final Crescendo: The beat reaches fever pitch – fast, loud, and joyful. Dancers form a circle, taking turns improvising in the center. With a final unified boom, the music stops. All present break into applause, laughter, and celebratory smiles, with physical contact only among consenting colleagues.	Climactic release of stress and celebration of teamwork. The abrupt stop and shared applause signal collective achievement and mutual appreciation.

(On stormy evenings or in high heat when outdoors isn’t feasible, the team adapts the ritual to the staff canteen or recreation hall, provides water and rest breaks, and observes safe decibel levels – proving it’s the people and rhythm, not the setting, that create the positive effect.)

Why It Works

The Boduberu bonding ritual engages both culture and psychology. First, the physical synchrony – drumming and dancing in unison – is associated with greater feelings of trust and connection in groups. Peer‑reviewed studies of coordinated movement and group music‑making report short‑term increases in cooperation and positive affect, while evidence on specific hormones is mixed and should be interpreted cautiously. In other words, moving in time with colleagues can feel bonding and energizing without overclaiming about underlying biochemistry. The rising tempo and vigorous movement can elevate mood and leave the group feeling elated and energized.

Second, Boduberu’s playful setting can support psychological safety. On the dance floor, status can feel less salient – a junior waiter might lead a verse and the GM might be clapping right behind. This egalitarian playfulness mirrors what team-building experts say about synchrony: doing something in rhythm (be it rowing or clapping) tends to increase generosity and tolerance among participants *. In staff interviews, managers report that some quieter employees become more expressive in the drum circle; singing a loud chorus or doing a brief solo dance can build confidence that carries into the workplace. Finally, the ritual’s cultural authenticity fosters deep pride. When Maldivian employees share their heritage through Boduberu, it reinforces personal identity at work. Colleagues from other nations or departments also get to actively learn and respect local tradition – a powerful lesson in inclusion. In short, an employee‑led rhythm activity can translate to business outcomes by linking synchrony to smoother handoffs and on‑time room turnarounds, and by linking belonging to help‑seeking and cross‑department assist tickets per week.

Outcomes & Impact

Summer Island’s investments in cultural bonding have paid off in multiple ways. Employee engagement is notably high – internal surveys tie this directly to the Friday drum nights, with staff citing “family atmosphere” and pride in showcasing their culture as key motivators. The resort’s retention of Maldivian talent has improved as well. (Across the Maldives, forward-thinking resorts now boast large local workforces; Holiday Inn Kandooma’s team, for instance, is over 40% Maldivian, a point of pride linked to its emphasis on celebrating local heritage *.) The Bodu Beru ritual also shines in Summer Island’s branding. Travel journalists often highlight the performances as a must-see, and the resort’s social media engagement spikes whenever the drums go live online *. This buzz has tangible value: job applicants mention Summer Island’s “cultural vibe” in interviews, and guests routinely praise the staff’s authenticity. Many reviews note that “the team feels like family” – a perception we attribute in part to seeing cooks, cleaners, and managers laughing and dancing together in the weekly show, while recognizing this is observational rather than a controlled study.

Beyond the resort itself, Summer Island has helped spur a mini-revival of Maldivian arts in hospitality. Many resorts host regular Maldivian Night events where employees perform. The practice isn’t just entertainment; it’s viewed as staff development. In industry interviews, some hotel HR leaders report that teams involved in cultural activities tend to be tighter‑knit and more collaborative, though evidence is primarily qualitative. It’s even become a friendly competition of sorts – resorts proudly train their Bodu Beru troupes and occasionally face off at tourism expos or cultural showcases. By aligning team bonding with tradition, many hospitality companies in the Maldives have found approaches that can delight employees, help preserve heritage, and engage visitors. As one tourism board release put it, these rituals let both staff and visitors “experience the heart of the Maldives” together * – yielding richer experiences for all.

Lessons for Global Team Leaders

Principle	Why It Matters	How to Translate
Local culture as glue	Authentic rituals foster genuine camaraderie and pride. Teams bond faster over something that resonates with their shared identity.	Tap into a tradition or story from your region or founding culture. When referencing living traditions such as Boduberu or taiko, obtain permission, partner with and compensate culture‑bearers who co‑design and co‑lead, and give explicit credit rather than copying forms or costumes.
Embodied teamwork	Moving, singing or creating rhythm together triggers trust and joy in ways words rarely do. A bit of sweat can break down a lot of barriers!	Include a physical sync element in team activities—such as a drum circle, synchronized stretch, or group body‑percussion—kept to 15–30 minutes with groups of ≤25 per circle and a camera‑off remote variant for distributed staff. The key is doing it together at the same pace.
Employee-led involvement	When team members drive the ritual, it boosts confidence and blurs hierarchies. People see colleagues’ hidden talents and connect as humans, not titles.	Let volunteers from any level lead or teach the activity. Rotate roles: one week the intern emcees, next week the veteran does. Leaders should participate side by side, not supervise.
Consistent cadence	A ritual gains power from repetition and anticipation. Regular schedules make it a habit that reinforces culture continually, not just a one-off gimmick.	Pick a frequency (weekly, monthly) and stick to it. For instance, a “First Friday Fiesta” each month. Consistency signals that bonding and culture aren’t afterthoughts – they’re part of work.
Inclusive atmosphere	The goal is unity, so ensure the ritual is accessible and fun for all, not just the extroverts or the culturally fluent. Everyone needs a way to contribute comfortably.	Provide low‑pressure ways to join in (clapping, call‑outs, simple roles) plus seated or low‑impact options, a decibel cap with hearing protection available, clear no‑touch/consent norms, remote‑friendly roles, and multiple time slots mindful of prayer times and caregivers. Celebrate enthusiasm over skill. If some folks are shy or remote, allow support roles (e.g. managing a playlist or sharing a related story) so nobody feels left out.

Implementation Playbook

Discover your “drum.” Survey your team or community for cultural activities or hobbies that spark excitement. It could be music, a local game, a dance, or storytelling tradition. Identify one that aligns with your team’s values and people are curious about, and draft a one‑page communications plan with voluntary participation and opt‑out language, time/place and norms, anonymous feedback and data retention, and cultural credit and partner acknowledgments.
Get a practitioner partner and gear, and budget fair compensation or honoraria. Find a team member or local expert who can introduce the basics. Provide only the materials needed—ideally simple hand percussion or clapping patterns and an appropriate space and sound system—while avoiding costuming unless co‑designed with culture‑bearers. Show that leadership is investing in this ritual.
Pilot small & casual. Launch a time‑boxed 6–8 week pilot with two to four teams and no more than three repeats per team, and keep it low‑key. For example, schedule outside customer‑critical windows—such as a Friday 4 PM jam session in the breakroom or a 15‑minute culture share at the start of Monday’s call—during paid hours. Keep it optional and welcoming, and close with a 10‑minute debrief using prompts such as “What helped you feel included?” and “Any discomfort or suggestions?”. Enlist a few extroverts or culture enthusiasts to model participation that first time.
Encourage rotation. As the ritual catches on, invite different team members to lead parts of it. Maybe a new volunteer drums the beat next week, or each department teaches a song from their culture on a rotating basis. This keeps the activity fresh and gives everyone ownership.
Blend in guests or themes. Once the team is comfortable, consider showcasing the ritual to new hires, visiting executives, or even clients in an appropriate way, with opt‑in media consent per event, clearly marked no‑filming zones, accurate captions that credit culture‑bearers, and a simple takedown pathway. (For example, a project kickoff could start with a brief group clap or chant the team has adopted.) Use the ritual as a cultural calling card, but be sure to explain its meaning.
Reflect and evolve. Run a 6‑week pilot evaluation using short opt‑in anonymous surveys (e.g., Edmondson 4‑item psychological safety, 3‑item belonging, 3‑item positive affect) and simple behavioral proxies (voluntary participation rate, cross‑department help requests, retention on pilot teams) with clear success thresholds and stop rules. Is the ritual still enjoyable and inclusive? Any suggestions to improve? Perhaps the team wants to try a new folk song or alternate between drumming and, say, a dance. Let the ritual grow with the group, and stay flexible to keep it meaningful.

Common Pitfalls

Making it mandatory – Pressuring everyone to participate can breed cynicism; the positive effect comes from genuine enthusiasm, not obligation. Turning culture into a gimmick – Don’t treat the ritual as a tourist show or token nod to tradition. If leadership only trots it out for PR or doesn’t personally engage, employees will see it as insincere. Keep it fun, voluntary, and true to its roots.

Reflection & Call to Action

From a circle of drums on a tiny atoll to a sales team in a city high-rise, the lesson is the same: shared rhythm builds shared identity. Maldives’ Bodu Beru tradition shows how a workplace can become more than just a job site – it can feel like a village gathering, alive with trust and togetherness. You don’t need an ocean backdrop or a centuries-old custom to get started (though a little music never hurts). The key is to find a ritual that resonates with your team’s culture and to let people loose to enjoy it.

Imagine your own office adopting a “bonding beat” – maybe it’s a five-minute clap-and-song from a local sports chant, or a quick Friday dance-off to a rotating playlist of employees’ favorite songs. What matters is creating a space where your team can laugh, move, and be human together. So take inspiration from the Maldives: start small, stay consistent, and invite everyone to add their voice or drumbeat. Over time, those simple moments of togetherness become the heartbeat of your organization’s culture. In the words of a Maldivian proverb, “Hanhaanhaa gothah nudhegen.” – Put your hearts together as one. The results will resonate far beyond the final drumbeat.