28-06-2026, 07:57 PM
Chapter 68: The Refreshment Program
Sharmi stood in the lift between Nikki and Jay, a small, satisfied smile playing on her lips as she recalled how she had won over the HR team just a few days ago.
It had started as a simple internal discussion. When the company announced a routine “refreshment program,” Sharmi saw an opportunity.
One evening she went directly to organizing team and raised a concern, the organizing team head was actually on call with HR when she came there.
Sharmi said, sir our refresh programs looks outdated, its just waste of time, it doesn't address real concern and solve purpose of why we have refreshment program. I do have an alternate idea, i want to discuss with you, if you feel fine them let you take this to HR Sir. She said..
The HR who was on call on other end, said don't cut the call, just ask her why she feels outdated and it doesn't address real concern.
The ogranizing team head asked, what do you feel as real concern and why our methods wont work? .
Sharmi, who was a sharp thinker already had a convincing answer, The real concern is Lack of trust.
the team head asked can you elaborate?
“Employees lack real trust. Teams feel inefficient not because they lack talent, but because they don’t feel like a team. When I heard about the usual refreshment program—greetings, a motivational speech from the top bosses, followed by lunch—I knew it would be the same old story. People would sit in the hall, half-listening, some dozing off, then shuffle out for lunch and disappear midway. Another twelve hours wasted in the name of ‘team bonding.’”
The purpose of refreshment programs is not just giving employees a break, its actually a way to refresh the bond, know each other more deeper for employees as wells as top tier people. I mean the heads.
The team head said Go on .
She paused, letting her words sink in.
“I have alternate ideas. Ideas that will give the leadership a clearer vision of their people and help employees truly connect with their coworkers. The This time, they’ll leave feeling like they belong to something bigger than their individual roles.”
HR on phone asked team head to ask, if she see other issues?
The team head asked the same..
Sharmi leaned forward, her excitement genuine. “The core issue in our company is dependency. Thanks to a few key players, projects somehow get delivered. But recently, when Jay took three days of medical leave, his entire team froze. They didn’t know how to move forward. Jay knows his subordinates well, but they barely know each other. There’s a gap. They see themselves as responsible only to the top level, not to one another. They don’t take ownership. They don’t function as a real team.”
HR on call said, just ask her to wait now, im coming on Video call, lets have a conference call. .
The team head said, HR was listening to what you said, he is coming on call now, just tell him directly your plans.
The video call came..
HR: Hello, i feel like i have met someone who can analysze a lot, sorry may know your name please
Sharmi, My name is Sharmila..
HR: Sharmila, what you said make sense, do you have any plans to how to address all these?
Yes sir,
The HR Head had listened carefully.
Sharmi continued, “This time, we should introduce games. We’ll organize games that force people to work across departments It should be held like Coders Team vs Arts Team vs Business Team. Which will push entire people in a team to work together and win against the opposite team. As the Business team has only two people — Tharun and Nikitha — let them join the Coders team. They are originally from codes. So it’s natural.”
The HR Head was visibly impressed. “It’s impressive. I like the idea of how the entire department works together without a hierarchy and provides a result, irrespective of win or lose. The team learns to communicate and work together.”
“Exactly, sir,” Sharmi replied.
HR asked, “If you have this much idea, why not tell me the games which you can use as an example?”
chuckled. “If you have this much thought put into it, why don’t you share some specific games? Give us examples.”
“Sure, sir.” Sharmi’s eyes sparkled. “I’ve planned five different games. One is ‘Blind Trust’—where one person is blindfolded and has to rely completely on their teammate’s instructions to complete a task. Another is ‘Time-Out Escape Puzzle,’ which tests how well they listen, respond under pressure, and work together. I have a full list ready. I’ll send the detailed document shortly.”
When the detailed plan reached HR later that day, Mr. Rao was visibly impressed. What he didn’t know was that Sharmi had carefully designed several games to subtly draw out the quiet, unspoken connection between Nikki and Jay. She wanted them to see each other differently—without forcing any open declaration. A gentle push toward understanding and love, hidden behind the innocent veil of team-building.
The sharp ting of the elevator brought Sharmi back to the present.
Today was the day.
She stepped out onto the floor with Nikki on one side and Jay on the other. The entire office buzzed with anticipation. Whispers rippled across the open workspace as people noticed them. Heads turned. A few employees stood up from their desks, curious.
The entire floor had gathered near the central area, waiting for the announcement. HR was already there, standing on the small makeshift stage with a microphone in hand and a rare smile on his face.
Sharmi’s heart beat a little faster. She glanced sideways at Nikki and Jay. Both looked slightly nervous, yet there was something softer in the way their eyes occasionally met.
This was it—the beginning of something new for all of them.
HR raised his hand for silence. The chatter died down.
“Dear Friends,” he began, his voice carrying across the floor, “today we’re doing something different…”
Sharmi took a deep breath, feeling the quiet thrill of possibility. The games she had designed weren’t just for fun. They were bridges—between people, between departments, and perhaps, between two hearts that had been circling each other for far too long.
The real story was about to begin.
Sharmi stood in the lift between Nikki and Jay, a small, satisfied smile playing on her lips as she recalled how she had won over the HR team just a few days ago.
It had started as a simple internal discussion. When the company announced a routine “refreshment program,” Sharmi saw an opportunity.
One evening she went directly to organizing team and raised a concern, the organizing team head was actually on call with HR when she came there.
Sharmi said, sir our refresh programs looks outdated, its just waste of time, it doesn't address real concern and solve purpose of why we have refreshment program. I do have an alternate idea, i want to discuss with you, if you feel fine them let you take this to HR Sir. She said..
The HR who was on call on other end, said don't cut the call, just ask her why she feels outdated and it doesn't address real concern.
The ogranizing team head asked, what do you feel as real concern and why our methods wont work? .
Sharmi, who was a sharp thinker already had a convincing answer, The real concern is Lack of trust.
the team head asked can you elaborate?
“Employees lack real trust. Teams feel inefficient not because they lack talent, but because they don’t feel like a team. When I heard about the usual refreshment program—greetings, a motivational speech from the top bosses, followed by lunch—I knew it would be the same old story. People would sit in the hall, half-listening, some dozing off, then shuffle out for lunch and disappear midway. Another twelve hours wasted in the name of ‘team bonding.’”
The purpose of refreshment programs is not just giving employees a break, its actually a way to refresh the bond, know each other more deeper for employees as wells as top tier people. I mean the heads.
The team head said Go on .
She paused, letting her words sink in.
“I have alternate ideas. Ideas that will give the leadership a clearer vision of their people and help employees truly connect with their coworkers. The This time, they’ll leave feeling like they belong to something bigger than their individual roles.”
HR on phone asked team head to ask, if she see other issues?
The team head asked the same..
Sharmi leaned forward, her excitement genuine. “The core issue in our company is dependency. Thanks to a few key players, projects somehow get delivered. But recently, when Jay took three days of medical leave, his entire team froze. They didn’t know how to move forward. Jay knows his subordinates well, but they barely know each other. There’s a gap. They see themselves as responsible only to the top level, not to one another. They don’t take ownership. They don’t function as a real team.”
HR on call said, just ask her to wait now, im coming on Video call, lets have a conference call. .
The team head said, HR was listening to what you said, he is coming on call now, just tell him directly your plans.
The video call came..
HR: Hello, i feel like i have met someone who can analysze a lot, sorry may know your name please
Sharmi, My name is Sharmila..
HR: Sharmila, what you said make sense, do you have any plans to how to address all these?
Yes sir,
The HR Head had listened carefully.
Sharmi continued, “This time, we should introduce games. We’ll organize games that force people to work across departments It should be held like Coders Team vs Arts Team vs Business Team. Which will push entire people in a team to work together and win against the opposite team. As the Business team has only two people — Tharun and Nikitha — let them join the Coders team. They are originally from codes. So it’s natural.”
The HR Head was visibly impressed. “It’s impressive. I like the idea of how the entire department works together without a hierarchy and provides a result, irrespective of win or lose. The team learns to communicate and work together.”
“Exactly, sir,” Sharmi replied.
HR asked, “If you have this much idea, why not tell me the games which you can use as an example?”
chuckled. “If you have this much thought put into it, why don’t you share some specific games? Give us examples.”
“Sure, sir.” Sharmi’s eyes sparkled. “I’ve planned five different games. One is ‘Blind Trust’—where one person is blindfolded and has to rely completely on their teammate’s instructions to complete a task. Another is ‘Time-Out Escape Puzzle,’ which tests how well they listen, respond under pressure, and work together. I have a full list ready. I’ll send the detailed document shortly.”
When the detailed plan reached HR later that day, Mr. Rao was visibly impressed. What he didn’t know was that Sharmi had carefully designed several games to subtly draw out the quiet, unspoken connection between Nikki and Jay. She wanted them to see each other differently—without forcing any open declaration. A gentle push toward understanding and love, hidden behind the innocent veil of team-building.
The sharp ting of the elevator brought Sharmi back to the present.
Today was the day.
She stepped out onto the floor with Nikki on one side and Jay on the other. The entire office buzzed with anticipation. Whispers rippled across the open workspace as people noticed them. Heads turned. A few employees stood up from their desks, curious.
The entire floor had gathered near the central area, waiting for the announcement. HR was already there, standing on the small makeshift stage with a microphone in hand and a rare smile on his face.
Sharmi’s heart beat a little faster. She glanced sideways at Nikki and Jay. Both looked slightly nervous, yet there was something softer in the way their eyes occasionally met.
This was it—the beginning of something new for all of them.
HR raised his hand for silence. The chatter died down.
“Dear Friends,” he began, his voice carrying across the floor, “today we’re doing something different…”
Sharmi took a deep breath, feeling the quiet thrill of possibility. The games she had designed weren’t just for fun. They were bridges—between people, between departments, and perhaps, between two hearts that had been circling each other for far too long.
The real story was about to begin.
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