In case you haven’t seen it, the premise is simple but extreme: employees at Lumon Industries undergo a brain procedure that creates two completely separate versions of themselves. Their 'innies' live only in the office, with no memory of the outside world. Their 'outies' enjoy life outside, unaware of what goes on at work.
Far-fetched? Maybe. But if you work in HR, the central theme might feel a bit too familiar.
The modern-day identity crisis
The idea of splitting your work self and home self might sound dystopian, however I sometimes see this sentiment expressed in Insights Discovery workshops. People often say: “I’m a completely different person at work.” Some even tell me they have filled out their assessments based on their work persona; a professional mask they’ve worn for so long, they barely notice.
Read more: How to turn the 'bring your whole self to work' myth into workplace reality
This raises a big question for HR: Are we creating environments where people feel they need to split themselves in two just to get through the workday? And if so, what’s the cost?
Bringing your whole self to work?
Let’s be honest: it is pretty difficult to bring your whole self to work all the time. We naturally adapt who we are depending on the setting. You’re not exactly the same person at a client meeting as you are at a weekend party with friends. That’s normal.
However there is a difference between adapting and hiding. People do not change their core personality preferences. If someone is fun, chatty, and relaxed at home, but at work is serious, withdrawn, and have headphones glued to their ears until 5pm, there’s a disconnect. And it’s not just a concern for them, it’s a concern for you as an employer too.
For HR leaders
How can you support, engage, and develop someone if you don’t really know who they are? If someone is naturally sociable, but you only see a reserved persona at work, you might miss out on understanding what truly motivates them or how best to support their career growth.
For recruiters
When you’re hiring, are you meeting the 'real' candidate or their curated work self? Job descriptions rarely say, “bring your best work persona,” but that’s often what’s showing up to interviews. It’s a missed opportunity for real connection and long-term cultural fit.
For employees
Constantly flipping between two personas is frankly exhausting. Over time, it can chip away at mental health, lead to disengagement, and leave people feeling isolated and lonely. If you feel like you can’t be yourself around your colleagues, you’re far less likely to form meaningful relationships that foster belonging and engagement.
How HR can bridge the divide
HR has a powerful role to play in helping people integrate their work and home selves – and in creating a culture where authenticity, vulnerability and transparency come naturally.
Read more: The importance of authentic leadership
Here’s how:
Embed self-awareness across the organisation
Personality profiling tools can help people understand themselves and each other on a deeper level. They illuminate blind spots, build empathy, and give people permission to be themselves. For instance, someone who fears coming across as 'too blunt' might discover that their directness is appreciated when it’s understood in context. Understanding the collective feedback from others on how they experience you, can also be helpful.
Create psychological safety
People need to feel safe to speak up, share struggles, and be honest about what they need. That starts with leadership. If people fear judgment or punishment for being vulnerable, they’ll keep their true selves under lock and key.
Build authenticity into company culture
Authenticity shouldn’t be a buzzword, it should be baked into how your organisation operates. Leaders who model transparency, vulnerability, and buy into shared values set the tone for everyone else. Ensure your employees feel involved, responsible and accountable for the culture that is created within the organisation.
Make space and budget for social connection
Don’t underestimate the power of pizza on a Friday. Informal social events, no matter how small, foster camaraderie. They give people a chance to relax, connect on a deeper level and forge strong relationships of trust and care.
Rethink hiring
Focus on alignment of values, not just ticking boxes. Get curious about who your candidates really are, beyond their resumes and rehearsed answers. Create interview experiences where people feel safe to show their authentic selves.
Personalise hybrid work policies
One-size-fits-all doesn’t work in hybrid models. Some employees thrive working remotely; others crave in-person interaction. Regular check-ins help leaders understand who needs what. Do they live alone and need more face time? Are they working in a noisy household with limited focus time? Adapt policies and physical workspaces to suit individuals, not averages.
Do meetings differently
Kick off meetings with check-ins or quick icebreakers. Give space for people to share what’s on their minds, whether it’s personal or professional. Sometimes, a simple 'How are you really doing?' can open the door to an honest conversation that builds trust and understanding.
Don’t let Severance become your reality
Severance might be fiction, but workplace identity splitting is all too real. As HR leaders, we have the tools to make sure our employees don’t feel like they need two separate selves to survive the workday.
Read more: Leading with authenticity in a changing landscape
When people feel safe to bring their whole selves to work, they’re more engaged, more productive, and more likely to stick around for the long haul.
By Mark Leisegang, practice lead – education, at global people development company Insights
