Boeing – 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. | Comparably

Boeing – 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.

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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.

Was läuft falsch und wie kann es verbessert werden?

Not enough words to fully explain. The wheels are off the bus.

Warum fühlen Sie sich unterbewertet und was würde Sie bei Ihrer Vergütung besser fühlen lassen?

Being promoted equitably with management positions as a technical fellow... equivocal restricted stock units, office space, etc.

Was muss geändert werden, um die Unternehmenskultur zu verbessern?

Promote technical ability as opposed to retaining/ promoting poor performers or attempting to meet quotas for diversity, etc...

Was müssen Ihre Mitarbeiter verbessern und wie könnten Sie besser zusammenarbeiten?

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.

Was braucht das Führungsteam, um besser zu werden?

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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