No Severance Required: Why Workplaces Must Address the Human Condition
The human condition is not about diagnosis codes or treatment plans. It’s about seeing the whole person in front of you.
Imagine walking into the office each day and leaving your entire identity at the door, with no memories of family, hobbies, or personal struggles. The only world you know is at work. Then, when you leave, the opposite occurs. And you are left with no memory of your workplace experiences.
If this scenario sounds familiar, you’ve probably watched Severance, the chilling TV series where employees at Lumon Industries voluntarily undergo a procedure that surgically divides their consciousness into two identities: their “innie” (work self) and “outie” (personal self).
The catch? Neither self is aware of the other. While the show offers a dystopian take on work-life balance, it also underscores a very real truth: human needs cannot be separated into tidy compartments. Whether at work or home, people require stability, connection, and fulfillment. And the overlap between the two worlds is undeniable.
While workplace well-being often focuses on professional needs — benefits, safety, and recognition — ignoring the human condition, like personal needs, experiences, and struggles, to name a few, can leave employees feeling fragmented, exhausted, and unfulfilled. While exploring this truth at Humankind, we revisited Maslow’s Hierarchy of Needs and are breaking down how to apply these needs in the workplace — both as “innies” and “outies.”
Maslow’s Hierarchy of Needs Explained
Psychologist Abraham Maslow’s Hierarchy of Needs is a “motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels.” It illustrates that individuals must have their basic needs met before they can pursue higher levels of growth and fulfillment.
Here are the five basic needs every human needs - and deserves:
✅ Physiological Needs: Basic survival (food, water, rest).
🔒 Safety Needs: Security, stability, and freedom from fear.
🤝 Belongingness and Love Needs: Relationships, friendship, and connection.
🌟 Esteem Needs: Recognition, respect, and self-worth.
🚀 Self-Actualization Needs: Realizing one’s potential, creativity, and personal growth.
While Maslow’s framework was originally designed for personal development, its principles are equally powerful in the workplace. An employee whose basic needs — fair pay, safety, and belonging — aren’t met will struggle to reach their full potential. Conversely, organizations that intentionally address all levels of the hierarchy empower employees to thrive at work and beyond.
Applying Maslow’s Hierarchy in the Workplace: Level by Level
✅ Physiological Needs: The Basics Matter
It’s not rocket science. Basic survival needs are a must for people to live happy, comfortable lives.
In Severance, Lumon’s “innies” spend their entire existence at work. They rely entirely on their employer to meet their basic physical needs. While most workplaces don’t require such extreme dependence, the principle holds true: Employees can’t perform if they are hungry, tired, or physically unwell.
In the workplace, employers can support their employees’ physiological needs by providing the basics:
Fair and livable wages that support basic living expenses.
Access to clean water, healthy food options, and comfortable break areas.
Reasonable work hours and dedicated time for rest.
🔒 Safety Needs: Creating Stability and Security
In Severance, the lack of transparency at Lumon creates a sense of constant instability. Employees live in fear of punishment, and their “innies” have no control over their lives outside the office.
While fictional, it reflects how workplace instability — whether due to job insecurity or a lack of psychological safety — can hinder growth.
How does this apply to the “real-world” workplace? Employers can start by pondering the following questions:
Physical safety: Are you providing ergonomic workspaces and safe environments for your employees?
Psychological safety: Have you created a culture of trust where employees can express concerns without fear of retaliation?
Financial security: Are you providing tools, resources, health benefits, and insurance options to your employees? Are you considering the structure of your benefit design and how it’s impacting your employees?
By thinking about your employees’ safety needs, you are setting them up for a more conducive work environment that allows them to show up confidently for work each and every day.
🤝 Belongingness Needs: Fostering Connection and Inclusion
Maslow recognized that human beings crave meaningful connections. In the workplace, this means fostering authentic relationships, collaboration, and a sense of community. Without belonging, employees feel disconnected — much like the emotionally isolated innies in Severance.
Consider incorporating the following list into your employee benefits or offerings:
Team-building activities and shared experiences.
Inclusive workplace cultures where all voices are heard and valued.
Employee resource groups (ERGs) that foster connection and shared identity.
Companies that create intentional, recurring opportunities for connection — such as team offsites, mentorship programs, or inclusive social events — help employees feel valued and seen.
🌟 Esteem Needs: Recognizing and Valuing Employees
Lumon’s employees, stripped of any personal identity, lack the ability to cultivate self-worth through personal achievements. While your employees (hopefully) don’t have their memories surgically severed, they still need workplace esteem to feel valued.
Consider providing the following:
Public and private recognition for contributions from employees.
Growth opportunities: skill-building programs, promotions, stretch assignments, etc.
Autonomy and trust in decision-making.
Any time you can promote a culture of esteem and appreciation, like peer-to-peer recognition platforms or regular shout-outs in team meetings, you are promoting esteem needs for your employees. A little bit can go a long way in this category of needs!
🚀 Self-Actualization Needs: Unlocking Potential
The ultimate level – or “final boss,” if you will – of Maslow’s hierarchy is self-actualization: The Fulfillment of Personal Potential.
Employees experience meaning, creativity, and purpose in the workplace, but a new attitude prevails among new entrants to the job market that “changing my job is just changing my laptop”. Organizations that support the employee experience will create space for employees to grow, explore, and contribute in ways that align with their values.
Some examples include:
Opportunities for creative problem-solving and innovation.
Encouragement of purpose-driven work.
Support for passion projects or community involvement.
Mental and physical space to think through personal desires.
This section of needs is tricky because it requires customization to the individual. A “one-size-fits-all' approach will not work here. Every employee is different, and what works for them will widely vary. The best way to tackle this area of need is by being open-minded and creative. Many solutions will require out-of-the-box thinking, but as long as it’s done with patience and openness, the results can be immense.
The Impact of Maslow-Aligned Workplaces
When organizations design workplaces with Maslow’s hierarchy in mind, they see tangible benefits:
Higher Engagement and Retention: Employees who feel safe, connected, and valued are more likely to stay at a company.
Improved Well-Being: Meeting personal and workplace needs reduces burnout and fosters holistic well-being.
Increased Innovation and Performance: Self-actualized employees bring greater creativity and energy to their work.
Workplaces that Respect Human Needs Drive Success
In Severance, the stark division between the "innie" and "outie" identities creates a haunting metaphor for the way organizations unintentionally separate work and personal life. But the reality is that human needs can’t be neatly split in two. It’s not that easy.
Your employees don’t stop being people when they clock in. They bring their personal struggles, dreams, and identities into the workplace — whether they share them openly or not. When organizations create work environments that respect and address the full spectrum of the human condition, they create more than just functional workplaces — they build desirable ones.
Workplaces where individuals feel secure, connected, and valued. When employees feel secure, connected, and valued, they show up with more energy, creativity, and commitment. And when you prioritize people, profits follow.
Employees who feel fulfilled bring more of themselves to their work, contributing ideas, solving problems, and driving results. The most successful organizations understand that business goals and human needs aren’t competing priorities — they’re two sides of the same coin.
Respecting the whole human condition is no longer just a progressive idea — it’s a business imperative.
[1] CXAI Team. (2023, May 29). How to apply Maslow’s hierarchy of needs in the workplace. CXApp. https://cxapp.com/blog/maslows-hierarchy-of-needs-in-the-workplace
[2] Herrity, J. (2025, January 28). Maslow’s hierarchy of needs: Applying it in the workplace. Indeed. https://www.indeed.com/career-advice/career-development/maslows-hierarchy-of-needs
[3] McLeod, S. (2024, January 24). Maslow’s hierarchy of needs. Simply Psychology. https://www.simplypsychology.org/maslow.html