Boeing

• Great pay and benefits

• Poor leadership/management.
• High attrition and turnover.
• Stressful environment (high pressure).
• Required overtime and weekend/holiday support.

• Provide some stability to the leadership team. I've been in the same role for the past 10 years and I've had 6 different managers in the last 5 years.

• Focus on the right, meaningful metrics and consider the overall health and stability of the program when making decisions, as opposed to being short-sighted.

• Consider the consequences of poor quality instead of cost or schedule.

• Show that you value your employees. Incentivize employees by providing retention bonuses.

• Allow for more telecommuting and work-from-home options.

With regards to the current CEO, Dave Calhoun, he inherited a very broken and fragile business environment after the Max crashes and the 787 delivery suspension, so I have to give him credit for trying to pick up the pieces and rebuild trust and credibility within the industry. If it were my call, I would nominate or hire Greg Hyslop to be the CEO of the company. The best days of Boeing were when the company was run by engineers, not businessmen, and the focus was on quality and innovation, not the stock price.