"Surprisingly, Boeing - a dream job letdown."
What do you like about working at Boeing Commercial Airplanes?
"When times are good, work environment is high energy, pro company. If it wasn't for the compensation benefits that make up for lagging salaries, employees would not enjoy working there. What makes working at Boeing great is, if you have a passion for planes then you get to surround yourself with others with the similar passion. You share and drive off of each other that joy which makes you enjoy coming in every day."
Do you have any tips for others interviewing with this company?
"They can only ask you 5 questions at the interview. They can not ask anything else or away from the questions. From that be confident, eye contact, use their name at times would be good to show you paid attention, and in the responses put forward your past experiences that are most relevant to the job at hand and how it will make you shine. Lastly, let them know you have a 'passion' for Boeing and the industry and that you want to work there. Don't assume that they know you want to work there, but tell them that. When done, send those thank you cards."
What don't you like about working at Boeing Commercial Airplanes?
"The salary is at the low end of industry average. Yearly increases are very small - cost of living increase level if that. Increases in levels are left up to discretion of the manager too much even after utilizing a formulated evaluation. Discrimination is a continuing issue at Boeing and observed myself. Lastly, Boeing indicates they want a forum of free ideas and promote new products. When you present new such ideas they are frowned upon or shown little interest, though the information is taken or written down. If it's a new product, all information is too, taken down and little interest is then again shown. It is not month or months later that you will hear or see your idea becoming reality or being presented by someone higher up as their idea and nowhere are you in the picture."
What suggestions do you have for management?
"Reduce the amount of ability to allow or disallow changes in levels away from the recommendation of the formulated evaluations. Prevent double punishments on evaluations - employees were cited say for parking infractions and received a written warning. Then at the end of the year it counted against them in Integrity section too. Double punishments should not occur. Also, when there is a problem with a supervisor employees have an HR rep they can go to. The HR rep should be required to be confidential in what is said between worker and herself and be creative in proposing workable situations. Employees in cases have issues and HR reps hear the issue and right around and go to the manager and tell them what they hear. No resolution but instilled anger in manager and tension in the workplace. And stop having meetings to talk about what you're going to talk about at a meeting you're going to have in the near future."
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