The Good, the Bad, and the Worse - Software Engineer II Boeing Employee Review

Inefficient bureaucracy makes any asset procurement or other movement for necessities such as network accounts glacial at best and completely stopped at worst. Performance punishment is present on many teams. Stack ranking creates unhealthy competitive atmosphere that could potentially incentivize employees sabotaging each other for optics or office politics reasons. Salaries are far below market for the industry in the area. No readily apparent path for career growth for early career employees besides leaving and coming back. Culture of delaying solving any issue until it is absolutely critical that it be solved, giving a constant "Everything is on fire!" urgency even when a contract is freshly renewed for new work. Feedback from stakeholders does not come until the very last possible second on many teams, making feedback a surprise in performance reviews when no one can do anything about it anymore, good or bad. Senior leadership decisions appear to be largely motivated by short-term cost cutting and seem to readily sacrifice long-term relationships with customers and technical employees. Senior leadership made out-of -touch statements about high profitability while simultaneously stating that incentive-type compensation such as salary adjustments and bonuses will be lowered compared to previous years. Senior leadership seemed to have little respect for employees who work from home, sometimes going as far as making comparative comments to the effect of "People who work in their pajamas" vs "People who actually show up" during large all-hands meetings. Direct report leadership had limited autonomy to fix administrative problems due to aforementioned issues with bureaucracy and senior leadership, creating situations where managers are forced to say "Well I know it's a problem, but there isn't anything I can do about it without permission from on high" and cannot address problems without being delayed by long processes