Boeing Leadership Employee Reviews
What do you like best about the leadership team?
Team Bonding and playing with strengths
They listen to your ideas
Technical competence, transparency, and leadership
Transpency and supportive, fun and enjoyable
They all have a background in the role they are in
Generally want to do better, just overwhelmed with crisis management and work scope and reporting.
Leadership team is approachable and practices seek, speak and listen behaviors
Transparency, team mentality, and care
Communication is open and transparent
Vision and leadership strategies to meet success
Transparency, trustworthy, relatable, focused, knowledgable
They are active listener and take action.
The c-suite needs to be changed. We need everyone to have engineering background with the exception in finance, HR, legal, etc.
they are cool and calm never in a hurry, at the same time never miss dead line
Their accessibility and understanding of the work/family balance.
Transparency and the overall feeling of inclusion
Overall is good and helpful.
Competent and professional. easy to talk to
They listen to customers and employees on a regular basis
Good company to work for
What does the leadership team need to get better at?
Understanding the industry they are in. Learning to lead through inspiration rather than fear
Come up through the ranks. Stay in position long enough to learn. Trust your team.
litteraly everything. they are stealing and reusing bad parts
Review from Product Dept
Humility, addressing failure and please employ the strongest candidate instead of increasing diversity for diversity sake.
Executes get huge bonuses and not required to retain stocks. Most their stocks are fully matured. Which promotes short-term thinking.
Letting us do our jobs instead of telling us to conform to outdated approaches that don't work.
Leadership could benefit from listening to their hard-working, well-informed employees about risks and opportunities rather than chasing the whims of the Wall Street trends-of-the-moment.
Review from Finance Dept
Paying their employees. Addressing supply chain issues outside of the control of employees.
A lot of traveling roadshows from outside changing things for the worse.
Review from HR Dept
Looking at real data and learn to accept "no". Most business units operate under false metrics that can be easily made to look great, whilst the remainder of the organization is floundering.
Actually leading. Leaders typically just follow whatever their superiors tell them. Rarely see leaders supporting innovative ideas or people to do things better. Some leaders are good about supporting individuals career goals or goals to increase skills.
Everything, they don't listen at all
They need to have more realistic expectations of what can be accomplished with employees who are overloaded with work
They can not get better and they cannot be fixed. The need to resign immediately.
Leadership team needs to trust its people and engage with them more often.
Actually live by the values they publish and authentic transparency
Review from Operations Dept
Listening to the employees at the lowest levels, delivering on promises, focusing on what employees ask for rather than telling them what will make things better.
Listening to their lower level executives and managers and stopping the "new thing" every other month that will fix us. Live by the values they set for employees themselves
Need to be managed better
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