HR Insights
January 29, 2025

Apple TV+’s Severance shows the power of belonging at work

What if you hated your job so much you separated your memories from inside and outside of work? It turns out there is more value in bringing your whole self into the workplace outside of the surface level feeling of inclusion.  

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Imagine the prospect of never bringing work home with you. No after hour emails or stress about the next day. You might even have a renewed energy when you return the next morning. If you have a resolution to find more work-life balance this year, this could sound appealing.  

After a long wait, Season 2 of Apple TV+’s workplace horror series Severance is back and finally answering several long-awaited questions. In the show, Lumon Industries employees can elect to undergo the life-altering procedure known as ‘severance,’  where they give consent to sever their work-related and personal memories. What the Lumon corporation actually does remains a core mystery of the show going into the new season.  

Taking a severed job sounds like it can solve the problem of bringing the daily stresses home with you. But can you really feel like you belong at work if you can’t bring in your real personality and ideas? Due to the secrecy of their work, severed employees experience two different lives inside (Innies) and outside of work (Outies) and are often left feeling isolated on both sides with no sense of their personal history. Lumon employees can’t bring their past experiences from their outside world into their work selves, as they have no memories of their own lives. The severance procedure is highly controversial within the premise of the show due to the stress placed on severed employees and the ethics of removing their memories. They have no sense of safety in either world.  

Safety and belonging at work mean your people feel comfortable being themselves in the workplace. When employees don’t feel like they belong, it can make them reluctant to make mistakes, embrace challenges, or propose new ideas.  

New Pulse of Talent research found that today’s workers’ sense of belonging could be a cause for concern. Employees (55%) were far less likely than executives (78%) to say they could be themselves at work all or most of the time. And the number of workers that feel very or extremely connected to their coworkers, employer, executives, their manager, and the organisation’s mission is all below 40%.  

People who don’t feel connected to their workplace can lack motivation, fail to meet performance goals, or become a flight risk. Fostering a culture where your people feel they belong is the next evolution of inclusion in the workplace.  

How important is belonging, really? 

Some people may say belonging at work is not important to them. It’s a job. You show up and do your work. Your job isn’t supposed to be an emotional experience. HR teams should focus on results instead of feelings.  

However, it takes some level of belonging to nurture a productive work culture that helps cultivate innovation and retention. Organisational culture is one of Gartner’s top 5 priorities for HR leaders in 2025. As organisations are changing to find the right balance between employee expectations and budget realities, more leaders are recognising that their workforce engagement has changed, and their culture needs to reflect that.  

Our own Dayforce research reveals that if employers improved company culture, respondents said they would feel more engaged (51%), experience improved mental health (47%), and be motivated to work harder (46%). We all want to do the work we’re meant to do at a workplace that appreciates you – the contributions that show what we’re capable of achieving and create value. 

Higher engagement and improved wellness can have a major impact on productivity. The World Health Organization estimates that globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity. 

HR leaders know the struggle of trying to support personal wellbeing while also meeting performance goals and keeping operations running. But no one should have to wear a mask in the workplace. And there is still value of bringing your past experiences when you face new problems. When people feel the psychological safety of belonging at work, they can feel more comfortable trying new things without risk of being shut down.  

What does belonging at work look like 

Let’s break down tangible ways your HR team can help increase belonging in the workplace.  

Having your voice heard 

Belonging at work starts with people feeling safe to speak up against norms and voice when they’re uncomfortable. Everyone wants someone to listen to them. Developing a two-way street of communication can help your people provide feedback on what they need to succeed in their role. This back and forth in turn can also allow your managers to provide more regular assessments. Encourage this during regular one-on-ones and engagement surveys with open-ended comments. 

Feeling safe to take risks 

Trying new things is essential for innovation, creativity, and finding better ways to do things. Innovation all starts with the ability to take risks. Your people come with a wealth of past experiences and different solutions. Having a culture of belonging is key to nurturing more creative problem-solving and environments with new efficiencies.  

Providing equal access to information 

No one likes to feel like their immediate peers have knowledge that they are lacking, with the exception of manager and direct report roles. Create a central hub to provide equitable access to any knowledge your people need to do their work as well as clear expectations on any broader organisational goals.  

Taking time off when you need it 

Everyone has responsibilities outside of their professional ones. When your people have a fair schedule planned with advance knowledge, they have more flexibility to plan their personal lives outside of work and find more balance. This shows your employees you respect that they’re human beings with full lives shows and creates belonging in your workplace, with the outside responsibilities they bring in.  

Growing your individual skills 

Most people want to develop their skills to continue progressing on their own path. Providing personalised growth opportunities is an important way to show your people they have a future career path at your organisation or beyond.  

 

The TV show Severance shows what can happen when employees are forced to become two different people – one inside and one outside of work. Adam Scott plays Mark who is completely detached from his personal life outside of work, and his Innie persona is leading a crusade for the answers inside of Lumon Industries. We’ll have to tune into season two to see if he finds support from his coworkers to continue uncovering the mysteries of their workplace.   

While setting clear boundaries between the office and home is the only way to avoid bringing work home with you, it’s clear that a sense of belonging can give you the confidence to bring your whole self to work and recharge outside of it. Building a culture that supports belonging helps your people feel safe to provide more productive feedback, take more innovative risks, and work together as part of a team achieving shared goals.   

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