A Real Manager Gives Lumon a Performance Review

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Severance is perfectly designed for workplace discussions at the water cooler. Isn’t it unusual for regular jobs to be as abusive as depicted in the series? The Innies appear to have a solid argument for charging Lumon with assault! Could we ever go back to working for a company that deceives its employees so effortlessly and frequently – hold on, could we really do that ourselves?

In this article, we invited Alison Green, a renowned workplace advice columnist known as Ask A Manager, to share her insights on the Apple TV+ series “Severance.” Having watched key episodes like “Half-Loop,” “In Perpetuity,” and this week’s “Goodbye, Mrs. Selvig,” she found the show’s depiction of corporate culture strikingly accurate. Green might excel in the field of Macrodata Refinement due to her keen eye for detail when it comes to Lumon’s unsettling figures. The series highlights and critiques some of the most detrimental aspects of conventional work environments, which Green appreciates because they reveal just how toxic these dynamics can be. These elements are not only harmful to individuals’ well-being but also pervasive in today’s society. Unfortunately, there isn’t much open dialogue about the negative impact of modern workplaces on people’s mental health, as it is a vast and intricate problem that requires thoughtful consideration. Green wonders what steps can be taken to address this issue, as she feels that it remains underdiscussed in our culture.

To get us started on discussing Severance, I’d like to hear your initial thoughts. From the snippets you shared, it struck me as quite humorous, but upon closer examination of full episodes, I realized it’s actually quite dark, albeit with a touch of humor. Given my limited understanding beforehand, it appears to be a sharp critique of corporate culture and workplaces, exposing their often strange and insincere nature. The show seems to challenge us to consider what such environments demand from people psychologically, and how they may impact us in deeper, more disturbing ways. In essence, Severance sheds light on the sinister aspects of corporate culture that are all too common in reality, yet we’ve grown accustomed to them without questioning their darker implications. It might serve us well to reconsider these elements within a more sinister context.

Discuss with me the unusual hypocrisy found within corporate culture. There’s been a growing trend emphasizing bringing your genuine self to work, but it seems more like an empty phrase in many instances. The truth is that we often don’t want people to bring their entire authentic selves to work. We don’t want them to show up as the rude or prejudiced person they might be at home, or the one who sexually harasses others. Even beyond these extreme examples, it can be unwise or even risky for most individuals to be completely genuine at work. For many, if they wish to advance in their careers, get a raise, or simply be respected and valued in their workplace, they must adapt themselves to fit the expectations of their colleagues and superiors. This contrast between stated ideals and everyday experiences can feel quite strange.

The central theme of the show revolves around the contradiction between Lumon’s exploitation of its employees’ highly compartmentalized minds for profit and the challenges that come with severance, such as cultural assimilation and work behavior. The tone and attitude that new hires encounter at this company are particularly intriguing. From the very first scene in the pilot episode, the cheerful, positive veneer presented by the corporation is eerily sinister, mirroring real-life experiences. When Helly wakes up on the table and is terrified, Mark does not address her fear but instead asks survey questions in the same upbeat corporate tone seen throughout the script. This is a glimpse into her first few minutes as a severed employee! The use of this corporate voice is common among many companies, despite it being somewhat strange and unnatural. We may joke about it often, but it’s an integral part of professional life.

How do you interpret the way Severance portrays workplace disciplinary actions? That’s arguably the most unusual element of the series. The constant recital of the Compunction Statement until one is deemed sincere feels abusive. However, there’s a relatable theme running through it that many viewers can identify with in their real-life jobs – the idea that it’s acceptable to push employees into conformity against their will, and to wear them down mentally until they accept something they disagree with. While your boss won’t make you repeat a strange statement or phrase 1,000 times, they might subject you to a work culture that, over time, erodes your self-respect. That’s quite realistic.

How did you perceive the revamped Break Room and the accompanying “Lumon Is Listening” video? To me, it’s a confusing manipulation of truth. In reality, such blatant and over-the-top messages wouldn’t typically be used, but the employees can see that their unwanted Overtime Contingency experience is being rewritten before their eyes. They’re being told they’re heroes, when deep down they know it isn’t true. This double-speak is common in workplaces when it benefits the company to gloss over an incident and move forward. Pretending that everyone agrees, even though everyone knows they don’t, is a tactic often used by companies to maintain appearances. When faced with something you know isn’t genuine, do you react honestly with “This is absurd! We don’t feel the way you’re portraying us!” or do you choose a more tactful, politically-minded response and go along with the company’s narrative? It can be challenging to find the right path.

In the video, it seemed as though Milchick was subtly challenging the situation. The Innies are aware of the Overtime Contingency, yet they understand that despite his proposed reforms, he still retains the ability to utilize this tool. This scenario is strikingly similar to real-life situations where people find themselves unexpectedly called back to work even when they thought they were off duty and spending time with their loved ones.

As a movie reviewer, I found myself deeply disturbed by the cold-hearted approach the corporation took towards its terminated employees. They speak eloquently about teamwork and unity, but in reality, their actions demonstrate an unsettling disregard for human dignity once an employee is let go. It seems that as long as you’re still employed, they’ll sing your praises, but when it comes time to part ways, the company shows its true colors – treating those who’ve been severed with a callousness that borders on inhumanity.

To achieve better results and make wiser decisions for yourself, it’s crucial to fully grasp the situation at hand. Recognizing that your input may not be significant, but an ally in another department with influence could be, is powerful knowledge. When you understand the power dynamics, you can accomplish much more, but since everything is often cloaked in ambiguity, many people struggle to achieve their goals in their professional lives.

This sentiment applies equally to employees in middle management who haven’t been let go, as well. I found the concluding scene of the first season particularly impactful when Cobel was facing the Board, trying to preserve her dignity amidst humiliating circumstances. There’s a lack of transparency regarding what happens above her position. She’s expected to disclose all information about what transpires beneath her, while she strives for an alliance with the upper management tier. Yet, they seem uninterested in engaging with her or even showing basic respect.

Despite the embarrassment of being dismissed, followed by a seemingly insincere apology and job offer, Helena Eagan – or Cobel – remains eager to rejoin the company. This is a common scenario where people’s allegiance to a company’s questionable practices or individuals surpasses their tenure with the organization. Even after being separated from them, Cobel is still willing to carry out their underhanded tasks late at night. It’s a recurring phenomenon in the workplace.

How do you explain the mental conflict that arises from wanting to feel our work is beneficial while also being on the right side, and how does this persist even after leaving a job?

In each episode, Lumon showcases unusual interpretations of rewards and incentives that typically don’t hold much weight in reality. For instance, have you ever encountered gimmicks like finger traps or activities such as a Music Dance Experience outside the office? What caught my attention was how accurately they portrayed people getting overly thrilled about mediocre corporate benefits. The finger traps might be a slight exaggeration, but the waffle party! It’s amazing how much pleasure employees derive from free food at work, even those who can afford their daily meals. It’s the novelty of breaking up the monotony of work life that makes these minor treats so appealing. They really captured the bizarre enthusiasm grown adults can exhibit for such trivial rewards.

1) I also found the caricatures interesting. I’ve worked in offices where similar practices occurred, and people often showcased them because they made them feel appreciated. If you were an extraterrestrial unfamiliar with American office life, it might appear peculiar, but within that culture, it seems normal.

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2025-01-24 22:54