How are promotions handled at Boeing?

Great benefits (12 week paternity, 10% 401k match, HSA company contributions). Space project is very interesting.

Poor management, little opportunity for promotions, don't expect more than the standard 3% raise each year. We are required by management to fill a quota of safety concerns each year. This is how we are "improving" safety.

Easy work, some good team member, great work life balance

90% of management isn’t good, no upward mobility, horrible pay

- Exposure to some of the most complex aerospace projects in the world. - Talented engineers who genuinely care about their work and often go above and beyond despite the environment. - The Boeing name still carries weight on a résumé and helps open doors elsewhere.

- Chronic underpayment compared to industry peers, so expect to be paid below market for the same work you could do elsewhere. - Promotions and recognition are driven by tenure and politics, not by performance or initiative. - The Learning Together Program (LTP) looks great on paper, but in reality management does little to value or reward employees who earn degrees or certifications. Many who better themselves return to stagnant pay, limited career paths, and a culture that shrugs at their effort. - Decision-making is painfully slow, processes are outdated, and bureaucracy smothers innovation. - Morale is low, dragged down by recurring program delays, cost overruns, and repeated failures of leadership.

Lots of people to network with, many internal jobs to jump to, flexible PTO.

Parking, promotions, lower pay, difficult upward Mobility in same role, work feels slow paced.

Hybrid schedule with availability to flex, promotion opportunities

Huge responsibility with limited training

Pay is competitive (if a little light) for the industry and especially for the area. Benefits are really good.

Corporate culture & Bureaucracy is among the worst I've ever experienced. Little (I.E. no) opportunities for advancement, You are regularly told to just change jobs by lower management due to promotion freezes by upper management

- Good 401k savings match

Toxic management and peers... - Manipulation tactics such as gaslighting and deception - Threatening behavior including yelling - Unfair treatment including different 'rules' for different employees - Management does not ensure adequate training for assigned work statement (but assign you the moniker of 'SME' and berate you for not knowing everything on the topic) - Most peers are happy for you to assist them but are unwilling to assist you in return - Management assigns work outside the scope of 9AHC skill code - Salaried position but management treats you as hourly when salary treatment benefits the employee - Management disregards written policies and procedures - If you discover an issue and bring it forward you are treated as if you did something horrible - Internal opportunities are not always communicated as management would rather arbitrarily move people whether they are interested in the new role or not - Accomplishments are not properly recognized - Little incentive to work hard (merits are very low any longer) but management will threaten you with a PIP if you do not complete all of your assigned tasks (lower performing employees seem to be alone to 'skate')

Middle managers have been flexible and supportive in my experience. Benefits are better than average.

Upper management is out of touch and does not listen to employees. Very outdated approach and little to no upward mobility. Culture is just not good here.

The complex environment allows you to learn a lot quickly, and my team members and direct manager were awesome.

- Management is completely out of touch with the average worker - Horrible culture - moving goalposts and never addressing the root cause of issues - No promotion opportunities - it's an old boys club and unless you have an "in" with someone, your performance will be ignored - Gave me the work of three people with no incentive to improve - Actively repressed and criticized efforts for process improvement - Underpaid for years of experience and output - No opportunities for vertical movement - expect to have to shift teams to get promoted - Virtually zero in-office benefits - Micromanagers everywhere - people literally take attendance for the RTO policy

1.Collaborative Work Environment – Team members are always willing to help, making it easy to learn and grow. 2.Healthy Work-Life Balance – Flexible hours, remote/hybrid options, and reasonable workload. 3.Encouraging Leadership – Managers are approachable and supportive of professional growth. 4.Good Benefits & Perks – Competitive salary, PTO, wellness programs, and learning opportunities.

Growth Can Be Slow – Promotion opportunities might take time depending on the team structure.