Why Apple TV’s ‘Severance’ Is The Only Return-To-Office Employees Want

Apple TV's 'Severance' Season 3 is eagerly awaited.

Courtesy of Apple TV

Ben Stiller recently announced the start of filming Season 3 for Apple TV’s much anticipated workplace satire and psychological thriller ‘Severance.’ Creator Dan Erickson’s popular show has stacked up 51 awards for its stellar performances, directing, and cinematography. While no release date has been set, Executive Producer and Director Ben Stiller has promised they will not be repeating the three-year gap between Season 1 and Season 2 releases. The series taps into real anxieties individuals experience everyday such as work identity, burnout, bureaucracy, and purpose. Here’s why ‘Severance’ has resonated so deeply with audiences and professionals.

Employees Feel Like Different People At Work

‘Severance’ puts forth the debate of identity at home versus identity at work and takes it to the extreme. But many professionals already experience this, psychologically, to a degree. Individuals do not always feel comfortable showing up authentically. Research has found that 62% hide their true selves at work. People may suppress their personality, emotions, or opinions to fit workplace expectations. While respect and courtesy should cross both our personal and professional lives, employees should not have to compartmentalize who they are.

There is a benefit to sharing your full self at work. The distinct work and life separation shown in ‘Severance’ stunts the development of both sides of the characters. Research by the Washington University found that coworkers sharing personal information built stronger bonds and were more willing to respond to work needs, even when viewpoints differed. ‘Severance’ demonstrates the importance of creating safe environments where sharing your struggles and solidifying relationships is welcomed, especially during tough and uncertain times.

‘Severance’ Captures The Frustration Of Meaningless Work

The main character Mark S., played by Adam Scott, works alongside Dylan (Zach Cherry), Irving (John Turturro), and Helly (Britt Lower) in the mysterious Macrodata Refinement. The team has no idea why their work matters. Mark even loudly exclaims “What is it we actually do here?” in a memorable office scene.

This sentiment corresponds to many employees in workplace environments with no clear connection of how their work contributes to the organization’s mission. Seeing the characters of ‘Severance’ experience the same puzzlement makes the show relatable. Employees can easily become disengaged when their tasks do not clearly line up to specific outcomes. Purpose is a strong driver of engagement and productivity. Great leaders state the ‘why,’ not just the task request.

Bureaucracy Feels More Powerful Than People

‘Severance’ showcases a workplace dominated by rules, handbooks, procedures, approval chains, and layers of management. Employees appear to exist only to satisfy the system. This premise reflects a frustration that many professionals recognize.

Organizations can unintentionally create systems employees serve rather than systems supporting employees. Procedures and processes should make things smoother, not create friction. Every additional form, meeting, approval, or policy may make sense on its own. However, over time they can accumulate into unnecessary roadblocks and complexity. This slows down decision-making, reduces autonomy, and distances employees from meaningful work.

Effective leaders regularly evaluate whether a process is still serving its original purpose or if it has become another bureaucratic hurdle. The popularity of ‘Severance’ reflects a broader workplace truth: people seek organizations where systems empower employees. The best processes operate almost invisibly and enable faster decisions.

Employees Want Autonomy

In the show, every aspect of Lumon employees’ day is monitored by the company. Their movements are tracked, conversations are restricted, decisions are tightly controlled, and accomplishments are rewarded with superficial incentives. Unsurprisingly, employees find both subtle and significant ways to reclaim their independence. ‘Severance’ demonstrates what happens when an organization operates from a foundation of micromanagement and distrust rather than empowerment.

Professionals increasingly want autonomy, flexibility, and ownership at work. Companies should trust employees in reaching outcomes versus having constant oversight. Great leaders provide clear expectations and accountability while giving employees the freedom to determine how best to achieve those goals.

While Severance takes workplace dysfunction to an extreme, its popularity stems from the real concerns it reflects. Every great workplace story reflects something true about work. ‘The Office’ highlighted awkward office culture and ‘Succession’ explored power and leadership. ‘Severance’ resonates because it begs the question we’ve all asked ourselves: How much of ourselves should we have to leave behind when we go to work?