He explained that after analyzing thousands of employee anecdotes, most people will leave a job not because they don't like the work or because they found a better position, but because they don't like their boss.
Let's be real: That shouldn't be surprising. Your manager changes everything.
I've personally gone through many situations where I was having the time of my life, and then when I got a new manager, it was like the world collapsed on me. I went from being the happiest person on earth to looking for a better job within weeks.
However, something Weiner said really struck a chord with me. He said that most employees who don't like their boss, also don't have the support of their coworkers.
For many people who leave a job, it comes down to one simple thing: They don't have a sense of belonging.
Employee satisfaction comes down to creating a community.
One of the things that really stood out to me after listening to LinkedIn's CEO was that we all seek connection and collaboration with others.
Whether it's a remote coworker interaction, or someone who is physically close enough to toss an extra sugar packet or two into your cubicle in the morning, we all need friends.
While this can be difficult to facilitate as a company, we have to try harder. If you have any kind of sway within your organization, I ask that you take these words very seriously.
At one of my jobs, the CEO used to order food from a food delivery service for remote workers and watch it get delivered while we were on a group video chat. There is a true sense of belonging--you got free Thai food delivered to you when you were least expecting it. You'll remember that forever.
Company culture should be inclusive and embrace people who are struggling.
If you see someone who is struggling, or who you think may be experiencing signs of stress, depression, or high levels of anxiety, do something about it. Talk to them. Buy them a coffee. Make the extra effort.
My trick is to ask, "How's life?" I'm always amazed at the responses I get. It usually turns into an hour-long conversation, and I learn a lot in the process.
If you see someone always eating alone in the corner day after day, go join them. More important, encourage your office to embrace a workplace acceptance policy that is more inclusive, and can provide help and support for those who need it.
This goes beyond icebreakers and team-building activities. Being an engaged employee is different than being a team player. If everyone does a little more to promote kindness, the entire office will benefit.
I've worked in offices where it felt like everyone was an automaton, and I've worked in places that literally felt like I was working with my best friends. The difference always comes down to the expectations that managers lay down, so if you are reading this, choose wisely.
What should you do if you want to quit?
Remember, a feeling of belonging doesn't happen overnight. If you are thinking of quitting, it's important to speak to your manager and have an open and honest conversation about how you are feeling.
If you feel isolated at work, there are steps that can be taken to remedy it. Maybe you can negotiate working from home a few days per week to spend time with your family and loved ones. Or perhaps you can be switched to a different team that could use your skill sets.
If you are in a position to help other staff members feel more included, see it as your duty to do so. It makes your organization better as a whole, and it could be the deciding factor that makes your coworkers' lives much better.
Be the person who helps others belong, and you'll get much farther than trying to go it alone.