Lessons from the Severed Floor
What Apple TV’s Severance teaches us about workplace culture.
One of my favorite shows is returning (January 17) for season two after a 3-year hiatus. “Severance” on Apple TV, starring Adam Scott (“Parks and Recreation”), is a mindbender, psychological thriller with a dash of comedy. The show follows Mark Scout (“Scott”) and his colleagues as they try to figure out what exactly Lumon Industries and their department, Macro Data Refinement, actually do. The catch, Mark et al., are “innies.” Their “outies” agreed to have a part of their brain severed. That means when they are at work, they know nothing about their outside persona, and their “outie,” who is signed up to work there, doesn’t know what they do for a living.
I became fascinated with the show early on when a friend recommended it. Note: I’ve since rewatched season one five times — okay, maybe six. While the show crosses many genres, what keeps me tuned in is the workplace dynamics of the individual employees and how they often replicate real life. We have all worked with or for Mark, Irving, Dylan, Helly, Milchick, and Mrs. Cobel. There are lessons we can all learn from the severed floor.
Mark: The newly promoted employee wants to maintain the same friendships with his colleagues who now report to him. Yet, he has direct orders from his supervisors that he struggles with enforcing. He’s uncomfortable playing the tough guy, but when he does, it’s laughable, and none of his direct reports take him seriously. He is jovial and spirited at work, but that’s probably because his outside world is grim and filled with grief.
Lesson: Being a middle manager is challenging. Make it clear that the dynamics have changed. Your goal is to lead your team to success, but don’t forget to advocate for them when the time comes. It just may lead to a dance party.
Irving: Irving is the most senior person in the department but doesn’t take on any leadership responsibilities. He is absolutely content with how things are and doesn’t want to ruffle feathers. Oh, and he can tell you the organization’s good, bad, and ugly history. He knows things!
Lesson: While knowing the organization’s history is helpful, it’s also essential to try to step outside your comfort zone and take risks. You may discover that you’re actually a thrill seeker.
Dylan: The comic relief. Even when everything seems awry, he’ll find the humor. He just wants to come in and do his work. However, he is a bit competitive and wants to win random company trinkets and wildly inappropriate waffle parties.
Lesson: It’s okay to find the dreadful situation funny. But when it’s time to show up, do so in grand fashion and take one for the team. You are more helpful than you think.
Helly: She didn’t need the job but wanted to prove something to her family. She quickly discovers she hates her job, but her ego and pride won’t let her quit, even if she takes drastic measures to be fired. But the organization won’t let her go; she’s related to the CEO. She tolerates her team, although she thinks they are beneath her, and hates that they don’t question how weird the organization is and what’s with all the secrets.
Lesson: Being connected to the higher-ups can have its benefits and drawbacks. Stop trying to prove yourself to others. However, when everything hits the fan, publicly tell everyone the truth in a beautiful dress for added flair. You can do it; you are the CEO’s daughter!
Milchick: He doesn’t fully buy into the mission but is here to keep everyone in check so the board is happy. And he’ll take extraordinary measures, including taking the punches, to ensure everything goes smoothly. Lowkey, he wants his boss’s job and can’t wait for her to mess up and get that corner office.
Lesson: Your ambition is admirable, but doing the dirty work for leadership has drawbacks. Your dance moves can’t save you, but you seem to bounce back. Allegedly, you’ll get your boss’ job, except no one trusts you. No one!
Mrs. Cobel: She has no boundaries. Why is she digging so deep into her employees’ personal lives? She may think corporate has her back, but one misstep, and now she’s being escorted with her things to her car to cry and scream about loyalty. Her abrasive leadership is a risk the organization is unwilling to take. It was all for nothing. Word is she’ll be back.
Lesson: Be open to new ways of leading. How you’ve always done things is no longer sustainable. You aren’t always right. And, please, for the love of goodness, stop following your employees after work.
The biggest lesson “Severance” teaches us is that no matter how many policies are drafted or domineering leaders promoted, we can not separate work from our personal lives. They each influence and impact the other. After a while, we can’t keep up the facades. Instead, create a work environment that embraces our uniqueness and has clear work and personal life boundaries. Weed out the abusive leaders as they are damaging the morale. And, to all employees, thoroughly investigate the organization BEFORE you severe, I mean, accept the job.
