Years of layoffs have made a very toxic work culture. People do not want to help their coworkers because they are afraid they might be the next person looking for a job.
You cannot have a work culture where you lay off the most experienced people because they make more and expect those same people to mentor younger employees. Instead, you have created a culture where no one wants to help anyone.
We do have a very sad work environment.
It can be stressful and mentally challenging when you are being abused by your Boeing manager and there is nothing at Boeing to turn to for help. I don’t care what na sayers say about things like this never happening at Boeing. Because it does happen and it is what I went through having a Boeing manager that was much more than just toxic.
You are a liar.
I have personally witnessed high performing employees go to HR and ethics with a Complaints about their manager, and not only was nothing done about the complaint.
That manager, then laid off the employee who made the complaint for performance when he was one of the highest performing employees in the group.
It was a complete and utter abuse of power and nothing was done about that Manager except move him to a different location in a different state.
The last thing you want to do as an employee, Boeing is make a complaint to HR and ethics because they will terminate you for it. I’ve personally witnessed it.
Just a bunch of whiners and exaggerations. Boeing managers are trained on what is right and wrong. They NEVER cross the line and retaliation is NOT tolerated in any form.
All ethics and HR complaints and reports are investigated thoroughly. The reporting party is given status updates periodically during the investigation.
So take your whiny entitled as--s back to work, or find another company to work for. Either way, it will make the company stronger.
I worked for a Boeing manager in Saint Louis. This guy felt like he could call me outside of work anytime he wanted to. One night while I was having dinner at home with my wife and two young kids this bozo calls me and gets in to rage threating to fire me. I let him vent all he wanted finally saying I wanted to get back to having dinner with my wife and kids and then hung up. The next day at work I looked on Boeing's internal website trying to find a way to report my managers abuse. There was no information available to contact any Boeing internal group to report this manager. About a month later, I confronted my manager telling him I did not want him ever to contact me again outside of work. He faked acting confused asking me if he ever had called me outside of my work hours? I stated to him he did and said I could prove it with my cellphone records. He then asked for my cellphone number and proceeded to check his cellphones recent call log and stated my number was not listed in his cellphone, so he had never called me. I turned my back on him and walked back to my desk. I do believe at the time he had purchased a new phone recently thinking he could cover it up that he never called me. This was a flat out lie. This Boeing manager has a rep as an abuser and he's never been confronted by Boeing HR or written up. Had I known at the time what I do now. I regret I did not file a Police report that night excusing my manager of verbal threats.
Here are just two examples of many, highlighting inept management.
General Dynamics (Case Study)
Management Misstep:
A study published in the Harvard Business Review analyzed a tech firm
(identified in other sources as General Dynamics)
that cut its staff by 15%.
Consequence: In the year following the layoffs,
the number of new inventions produced by the company fell by 24%.
The cuts stifled innovation, increased voluntary turnover,
and damaged employee morale and organizational commitment,
ultimately harming the company's long-term viability.
Atari (1983 Video Game Crash)
Management Misstep:
Atari's management, under CEO Ray Kassar, famously undervalued
its key engineering and programming talent,
viewing them as interchangeable with assembly-line workers.
Consequence:
When top programmers demanded recognition and a share in game sales, management refused.
The engineers left to form a rival company, Activision,
which became highly successful.
This loss of core innovative talent,
coupled with other poor business decisions,
led to a sequence of failures and the eventual implosion of Atari.
@tr
Sign me up. I witnessed a lot at that company. Class action it's easier when you have others supporting you. By yourself, it's impossible. Just ask Mark Barnett RIP.
I was mistreated working at a Boeing site well known for being toxic. There’s absolutely nothing internal at Boeing you can turn to for help if you are faced with a situation similar to that I was. Boeing HR- Nope. Boeing Ethics - Nope, and those people practice no such thing coming close to ethics. All these Boeing people; Managers, HR and Ethics gang up against you.
Some day, hopefully soon I hope someone files a Class Action lawsuit against Boeing for the way they mistreat people.
A St Louis Boeing manager I worked for actually encouraged people in the group who reported to him to bad-mouth, back-stab and give him dirt on their co-workers. Some played this twisted warped game with this sociopath manager. I still can't believe this person is still a manager at Boeing now, after all what Boeing has gone though in the last several years. Boeing leadership is all talk no walk. I don't and never will believe anything coming out of any Boeing Leaderships' mouth, and neither should anyone else.
I’ve worked at Boeing sites in Seattle, Philadelphia, Florida and St Louis.
I can say without a doubt that St Louis was and still is the most toxic, like radioactive McDonnell Douglas, oops Boeing site I’ve ever had worked at. After transferring from Florida to St Louis, I quickly came to the conclusion never to trust any of those St. Louis people. There was so much backstabbing and openly blaming people. That was all those people did, thinking they would look better blaming the other person. Who would ever want to work in an environment like that.
Outside of work the issue was how dangerous St Louis is. Their School Districts are all bad and underperforming no matter what public school district your kids are in. I was able to get out of St Louis when I was offered a transfer back to Seattle. Since being back in Seattle, I now screen all my work emails and phone calls and I refuse to respond back to any work emails or phone calls that originated from St Louis. I do this to tune out all the people back there in St Louis.
I gave them over a decade. They kept saying "we are not that company anymore", "we value our experienced employees"
Yet, every time they had layoffs, it was the "experienced" out the door first
Every time someone was going to be promoted above a level 3, you had to have a "business case", it was not relevant that the grade 3 met all the grade 4 requirements
Every compensation review, the grade 1s and 2s got more and the grade 4s, 5s and 6s got less.
When they weren't laying off experienced people, they were intentionally making them want to leave.
Their words and their actions don't match and management is confused why most people dont trust them. That should tell you everything.
Yep exactly why thy the company will never be successful again!
Shame. It wasn't like this in the 90s. We helped each other out. 60 year olds mentored 20 year olds. It's how it's suppose to work - in any environment work or otherwise.