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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.
Che cosa sta andando male e come può essere migliorato?
Not enough words to fully explain. The wheels are off the bus.
Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?
Being promoted equitably with management positions as a technical fellow... equivocal restricted stock units, office space, etc.
Che cosa si deve cambiare affinché la cultura aziendale migliore?
Promote technical ability as opposed to retaining/ promoting poor performers or attempting to meet quotas for diversity, etc...
Di cosa hanno bisogno i tuoi colleghi migliorare e come si potrebbe lavorare meglio insieme?
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.
Che cosa deve fare il gruppo dirigente per migliorare?
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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