Among the many bright touches in the dystopian workplace thriller “Severance” aired on Apple TV+ are the perks offered by Lumon Industries, the cult-like, fluorescent-lit company the show set in: company-branded Chinese finger trap gag toys; mediocre but cheerful cartoon portraits; an amazing “waffle party”; the much-discussed “music dance experience”; and more than once, a melon buffet served in a bar.
It's hard not to see real-world analogues — in the tap-tap of Silicon Valley's table tennis and kombucha, and in the post-pandemic flurry of happy hours and gift cards in offices, especially as companies try to lure white-collar workers back into their offices. At the extreme, a real estate data company offered employees returning to the office the chance to earn $10,000 a day, a trip to Barbados, or a new Tesla; the more common incentives are company loot, pop-up snack stands, Covid personal protection gift bags and stress balls.
Companies are not wrong in perceiving a reluctance among some workers to return to offices. Even if bosses see the rollback as a resumption of terms that employees accept, workers are increasingly aware of how these terms shorten them. Two years later, those who were able to work from home saw real benefits — reclaiming commute time, flexibility for family responsibilities, getting rid of constant distractions, and restrictive dress codes — and now they just can't ignore them. Surveys conducted last year showed that two-thirds of workers would prefer to continue with remote work options and would sacrifice $30,000 to protect them. A slightly higher percentage of female and Black knowledge workers say they are reluctant to return to offices.
But there is still a strong perception among managers and executives that face-to-face work is the only real job. Especially as young workers resist company orders.Companies are trying to sweeten the deal to get back to their desks in over-air-conditioned offices, many of which have never felt comfortable before.
Of course, there are good reasons why some employees choose to return to face-to-face work: greater visibility into what is happening in the workplace; opportunities to socialize and mentor with colleagues; the desire to separate work from home - a place where many already save long and tiring working days. And not all companies deny what they need to do to get employees back into the office; many offer permanent flexibility for remote work and hybrid programs, and finally address workplace discrimination issues that have become more pronounced in recent years. Others added management training and worked to improve their work culture, or set up mental health programs and coaching services as new or expanded benefits. However, it's doubtful that a new pair of company-branded office slippers will be a real draw.
I began to think of these corporate toys and prizes as business rewards for the cheap prizes you won at a carnival after emptying your wallet to play the games. The difference is that the purpose of carnival is to have fun and the rewards are random. At work, it's just a ridiculously awful tradeoff. Who would want to give up the two hours a day they earned by not going to work for a coffee mug?
The benefits in exchange for more time in the office and work-related activities are, of course, not new to American work culture. In previous eras, such mild corporate bribery could manifest itself in golf outings and in-office bar carts, but the end goal remains the same. Spending long hours at the office is often combined with a strong work ethic and greater productivity, but may not be indicative of either. To make employees feel that this approach is plausible, many employers offer little distractions here and there, about fun while blurring the line between work and the rest of life.
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In the early 2000s, there was an explosion of benefits in the offices and campuses of tech start-ups; companies filled their offices with games, scooters and assorted toys that wouldn't be in arcades or summer camps. Meals, snacks and draft beers 24 hours a day ensure that anything you want to physically leave the office can be picked up on site. In the name of health and morale, some companies offer trivia nights, yoga classes, and office sleeping quarters.
The outbreak reminded employees that innovations in the office are also perfectly accessible at home. Unlimited bags of SkinnyPop White Cheddar and if you're really missing a short PlayStation break, you can enjoy both without leaving your home. All of a sudden, things that seem nice as little jokes happen in an otherwise sterile work environment are relatively banal in the context of working from home.
The broader context is also important. We are still experiencing a pandemic; The war in Ukraine has strengthened everyone's perception of how fragile global stability is; We are facing a potential recession. Most workers have no option to quit their job, but when the risks are this high on every meaningful front, they may be less likely to trade their health, family time, and autonomy for superficial or temporary rewards.
Workers are also demanding more from their employers and other institutions. They want workplaces that are inclusive and welcoming to all races and genders. The pandemic has forced many of us to become caregivers, and the closure of schools and day care centers has forced families into untenable situations that have mitigated problems with low pay, inadequate leave policies, the inability to support working parents, and inadequate healthcare options.People with immunosuppression and disabilities talk about what they need to be successful in a pandemic-era office. Employees are tired of being offered small bonuses to make up for big failures when it comes to their well-being.
That's the whole point of these superficial and sometimes childish incentives: They're shiny things designed to distract your attention from the ways that focusing on productivity and profits can harm workers. So, when the company pats you on the head and offers you a tote bag or the occasional happy hour to an employee, it starts to feel like a bit of an insult.
The Chinese finger traps in "seniority" are an apt metaphor for a culture of corporate advantage. If you don't know what the names of these kids' toys are, you've probably seen them: These are woven tubes, usually made of bamboo, and when you put a finger on either end, the tube tightens and catches your body. fingers. When you stop pulling, the grip loosens and you can lift your fingers. These traps are used as a metaphor in a certain type of acceptance therapy and convey the idea that when you stop fighting a problem and accept it, its hold on you loosens. In “Severance Pay,” where finger traps are handed out as a reward for the Macrodata Refinement team's mysterious work, the meaning is clear: If you stop questioning the company and struggling with your existential doubts, you will be free. In this sense, finger traps are not just a toy; they are a kind of institutional suggestion.
In the real world, the pandemic has stripped employees of some of these suggestions. They are beginning to realize that toys are no longer an acceptable alternative to meaningful work, fair pay and adequate benefits.
Elizabeth Spiers (@espiers) is a writer and digital media strategist. He was editor-in-chief of The New York Observer and founding editor of Gawker.
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