Your Company Might Be More Like Severance’s Lumon Industries Than You Realize—Here’s How to Change That
Opting to watch Apple TV+’s Severance has been an absolute no-brainer for me. The show pokes fun at corporate culture, features a star-studded cast of geeky yet suave actors (don’t get me started on the insane face cards of Adam Scott, Britt Lower, and Dichen Lachman among others), and fittingly airs every Thursday night at midnight, signaling the imminent start of the weekend. Also, the marketing for the show has been an absolute masterclass (do yourself a favor and check out the LinkedIn they created for the fictional company in the show). All in all, what’s not to love?
The show follows a group of employees working at Lumon Industries, who have undergone a surgical procedure that splits their work memories (remembered by their “innie”) and personal memories (remembered by their “outie”). The show may be fictional, but it raises some interesting questions about corporate life and the ever-elusive search for a work life balance. Through the course of watching the show, I saw some outrageous corporate red flags that might be a little implausible in real life, but I also saw a whole lot of yellow flags—the kind of subtle mistakes many companies make, which our team at DSG consulting by Yardstick, works to correct.
If you strip away the sci-fi elements of the series, the world of Severance doesn’t actually feel so far-fetched. Many organizations—often unintentionally—create similar environments where employees feel disconnected, undervalued, and unengaged. With Season 2 wrapping up a few weeks ago, it’s an opportune moment to examine how the dysfunction of Lumon Industries mirrors the challenges many companies face today—and more importantly, how leaders can avoid making the same mistakes.
Warning: Spoilers Ahead
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Mistake #1: Lack of Transparency
Case Study: At Lumon, employees operate without understanding the broader purpose of their tasks. The four leading castmates work in the Macrodata Refinement team, where they refine “mysterious but important” data. They have their theories of what the data could represent—ranging from the silly to the scary—but no one has an actual clue. This lack of transparency into the purpose of their work fosters mistrust, apathy, and later, rebellion.
Solution: Many organizations fail to communicate their goals effectively to their employees. Such ambiguity can result in employees feeling undervalued and disengaged. When employees understand the value of their work and how it fits into the broader goals of their organization, it fosters a sense of purpose and clarity. Leaders should prioritize clear and open communication—regular updates and inclusive decision-making processes can bridge this gap—ensuring that employees understand how their roles contribute to organizational objectives.
Mistake #2: Performative Perks
Case Study: Lumon offers superficial incentives (waffle parties, finger traps, and dance parties) to placate employees. The closest they’ve gotten to a real incentive has been hall-pass privileges, wellness sessions, and visitation hours—all of which have veered scarily into blackmail territory.
Solution: While finger traps and melon parties might sound infantile, they’re not so far off from pizza parties, ping pong tables, and cold brew on tap. Superficial measures may be a draw temporarily, but usually lead to resentment over time if not paired with more meaningful initiatives. Organizations should focus on benefits that address employees’ core needs, such as career development opportunities, competitive compensation, and a supportive work environment (ERGs are a great way to facilitate this).
Mistake #3: Siloed Departments
Case Study: In Severance, there are only vague allusions to the existence of other departments. The refiners happen upon an Optics and Design team, and a mysterious team tasked with raising baby goats, but with no clear floor plan, company directory, or organizational chart, it’s impossible for them to really understand the holistic design of the organization.
Solution: When departments operate in isolation, inefficiencies and a lack of cohesion abound. Silos stifle innovation and productivity. Encouraging collaboration across teams and open communication channels can break down these silos and streamline operations. Regular inter-departmental meetings and digital check-ins can promote transparency, enhance overall efficiency, and allow team members to understand the ways in which their departments are working towards shared objectives.
Mistake #4: Lack of Succession Planning
Case Study: In the first episode of Severance, we see Mark S. struggling to fill the shoes of the former Head Refiner, Petey. With no management training or proper onboarding, it’s impossible for him to fill this leadership role; his first weeks in the role are disastrous to say the least. Such is also true when Mr. Milchick steps up to replace Ms. Cobel. Lumon’s management structure is chaotic at best.
Solution: Without proper succession planning, organizations risk instability during leadership transitions. This oversight can lead to strategic misalignment and operational disruptions. Implementing a robust succession plan ensures continuity and prepares organizations for future challenges. Investing in leadership development programs can mitigate risks associated with sudden leadership changes.
Mistake #5: Suppressing Employees’ Identities
Case Study: At Lumon Industries the separation between work and the outside world is taken to an extreme. Employees are not allowed to know anything about their “outie.” Their memories are surgically bifurcated, ensuring that work-life is not only physically but psychologically detached from who they are as individuals. This means that there is no talk of kids, spouses, weekend plans, hobbies, identity, or culture. (A whole essay could be written about the microagressions that Mr. Milchick endures.)
Solution: Organizations must foster an environment where employees can bring their whole selves—including personal experiences, cultural backgrounds, and interests—to work, without fear of judgment or consequences. Encouraging work-life integration, rather than strict separation, leads to higher levels of trust, creativity, and satisfaction. Companies that allow for this kind of openness see employees not only thrive in their professional roles but also cultivate a sense of belonging, engagement, and emotional well-being.
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Severance serves as a stark reminder of the potential pitfalls that many organizations make when creating a workplace culture. By proactively addressing these issues, organizations can create environments where employees feel valued, engaged, and motivated. The show offers a unique suggestion: perhaps work life separation is not the solution to our woes; perhaps work-life integration is. If you’re looking for support with organizational optimization, get in touch with our team to learn more about our mysterious and important work. We’re here to help.
This article was originally published in our newsletter, The Yard Line. To subscribe to future newsletters, scroll down to our footer or click the subscribe button below.