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There is no emphasis on technical (engineering) retention. Instead they create tons of managerial / executive positions that do nothing. The company will eventually failed / be bought by another aero cmpany if this business model continues.
What's going wrong and how can it be improved?
Not enough words to fully explain. The wheels are off the bus.
Why do you feel undervalued and what would make you feel better about your compensation?
Being promoted equitably with management positions as a technical fellow... equivocal restricted stock units, office space, etc.
What needs to change to make the company culture better?
Promote technical ability as opposed to retaining/ promoting poor performers or attempting to meet quotas for diversity, etc...
What do your coworkers need to improve and how could you work together better?
Bad engineers are promoted quickly into management positions without the capability to do that job. The organization is fully reliant on a few good engineers to ensure the entire house of cards does not fall. It is nit a sustainable strategy.
What does the leadership team need to get better at?
Equating benefits / opportunities for advancement between engineers and management. There are no comparable avenues for technical retention for high performers. As a "tech fellow" I have realized that this is only a title without true Boeing follow through with supporting/ working to retain enginee
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