How to Answer: How would you handle a coworker here at Boeing who was not doing their job?
Advice and answer examples written specifically for a Boeing job interview.
5. How would you handle a coworker here at Boeing who was not doing their job?
Why the Interviewer Asks This Question
Working with a colleague that isn't pulling their weight on a team is a situation that can happen in any work environment, including at Boeing. While you may be able to learn a new task and be up and running quickly, not everyone is the same way. Boeing values employees who allow their co-workers to make mistakes and grow from them. Your interviewer wants to know if your approach to dealing with this style of conflict is in alignment with the principles Boeing employees display in the workplace.
Written by Karrie Day on May 26th, 2023
How to Answer
Explain to the interviewer that you understand how everyone is different in how they work and that communication can help bring clarity as to why a person isn't doing their job to the best of their abilities. Give an example where you helped talk through a colleague not performing on the job by addressing the situation by asking questions and being honest.
Written by Karrie Day on May 26th, 2023
Entry Level Example
"The first thing I would do in the event a coworker was not doing their job would be to ensure that my observation is correct. I am in the early stages of my career, and I realize that my understanding of the responsibilities of my coworker may be limited.
Next, I would ask a mentor, or trusted coworker how situations like these are typically handled at Boeing. I know different companies handle performance issues in various ways and I would want to make sure my approach was in line with the culture of Boeing. I would then determine my next steps based on what is best for my team, my coworker, and the company."
Written by Karrie Day on November 14th, 2022
Answer Example
"My coworker was a great salesman, but admittedly terrible at the administrative side. He made so many mistakes and didn't seem to care. It bothered me because I take such pride in the quality of my work. I decided to talk with him and found out that he wasn't very clear on expectations or how to do some of the basic aspects of the paperwork for each sale. He ended up going to some additional training to get on the same page as the rest of the team. In the end, even though I was nervous about having the initial conversation with him, I was very glad that I did approach him and he was thankful as well."
Written by Rachelle Enns
Experienced Example
"In my experience, it is always best to have a candid conversation with a coworker who is not fulfilling the requirements of the role. I feel it is important to extend a coworker the same courtesy I would appreciate if the situation were reversed. I typically keep these conversations short and focus on the business impact of the issue. I find that just bringing the problem to light often results in the necessary improvements.
As a manager, I also have a duty to take specific action if the resource falls within my area of responsibility. In cases like that, I start with a conversation about the issues in a one-on-one, and then I allow time for improvement. If the issues persist, I move forward with formal performance reports and action plans as needed."
Written by Karrie Day on November 14th, 2022
Business Analyst Example
"I have experienced issues like these before with coworkers. I prefer to talk with the individual directly first. This is especially important if we are partnering on an analysis deliverable. I approach these conversations with empathy and kindness and try to work toward some kind of agreement for change. I would be open to offering support to my coworker if they need help or mentoring.
In the event the issues continue, I would speak with the project manager assigned to the initiative we are working on, or the resource manager my coworker reports to."
Written by Karrie Day on November 14th, 2022
Project Manager Example
"As a project manager, the members of my teams do not report directly to me, but I am directly accountable to our stakeholders for the success of their work. Therefore, it is important for me to quickly address performance issues that occur within the teams I work with. I like to start with a casual conversation to make the issue known and determine if there is anything I can do to offer support. I often find that coworkers are unaware of the issue, or going through a difficult personal situation. Sometimes the initial conversation is all that is needed.
In the event more action is required, I work with the coworker to set clear expectations for improvement. I also adjust their assignments or pair them with a mentor as needed. We work out a reasonable time for change, and follow-up accordingly. I let them know my next step would be to speak with their manager, and I have rarely had to take that step."
Written by Karrie Day on November 14th, 2022
Software Engineer Example
"My work as a software engineer is usually one piece of a solution developed by several engineers at the same time. It is important that we all deliver code that meets a certain standard because our solutions are tightly integrated. Even small errors in quality or design can cause major problems.
I usually speak directly with my technical lead or scrum master when I experience an issue with a coworker. I lean on their expertise and leadership skills to help me figure out the best way forward. I am always willing to work with a coworker to help them improve if the performance issue is due to a skill or knowledge gap."
Written by Karrie Day on November 14th, 2022
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
I would try to talk to them see if I can get a feel of why they are not doing what they are doing and then would try to mold the motivation or the help that way. Maybe they just don't understand what they are doing, or maybe they have family issues."
Rachelle's Feedback
Anonymous Answer
Lauren's Feedback
Anonymous Answer
It should have been solved by hand, standard calculation. He had been there for 2 weeks and he was taking up disk space asking for all the output for his FE model. So I immediately talked through the problem with him. It was clear he really didn't have a stressing background although he seemed to know his way around patran although he wasnt trained in stress engineering. After discussing with him he just wanted a job to do, so in the end we had a data inputting job from measuring geometry for hand calcs and he was happy to do that."
Kristine's Feedback
Anonymous Answer
Rachelle's Feedback
Anonymous Answer
Rachelle's Feedback
Anonymous Answer
Rachelle's Feedback
Anonymous Answer
Rachelle's Feedback
Anonymous Answer
Stephanie's Feedback
About the Author
As a former technologist, I was excited when I learned I would be working on the Boeing Q&A set. I knew going in that Boeing had a strong track record of innovation and excellence when it comes to their use of technology, but I learned so much more when I dug in to research the company. Here are a few things that impressed me personally:
Product Development Process Maturity
I spent time digging through the open roles at Boeing and I noticed roles that indicate that the process of developing products at Boeing is advanced. They know their stuff! For example, they employ multiple levels of scrum masters. This means they assign highly skilled and advanced product development facilitators to teams working on mission-critical projects. Additionally, some of their teams utilize SAFe (scaled agile framework). This means Boeing understands how to bridge multiple teams together in a scaled agile setting for maximum collaboration and success. That's important!
Lean Practices
Boeing leverages lean principles within their manufacturing sectors, software engineering, and operations groups. This means they understand how to maximize value, ensure quality, and reduce waste. Each of these practices is good for the company, good for its clients, and in theory, good for the employees of Boeing.
Well Developed Careers Site
The career coach in me really appreciated Boeing's careers pages. They are very clear about what they are looking for in each of the roles listed. They offer a breakdown of responsibilities and the types of traits/soft skills needed. They use descriptive language such as 'relentless improvements' and 'thinking beyond boundaries'. They also offer salary range, benefits, and relocation assistance information. All of this tells me that Boeing is committed to identifying candidates that are a great fit for their needs and their culture.
Talent Development and Long-Term Career Options
Boeing has a strong internship program. This is a smart move in my opinion. They invest in bringing young talent in, showing them the world of Boeing, and then convincing the best to come back and work full-time. Programs like these help to develop future leaders, and Boeing isn't shy about their preference for promoting from within. They also have a well-developed leadership program, a healthy list of business resource groups, demonstrated commitment to hiring veterans, and several continual learning programs. If the idea of working your way up in a company like Boeing sounds appealing, they may be the perfect fit for you!
In summary, there are always new and exciting opportunities at Boeing that offer a wide range of benefits. No matter what type of role you are interested in, landing a job at Boeing results in an impressive addition to your future resume. I hope this Q&A set has helped you prepare and boost your excitement about your upcoming interview at Boeing. I wish you success, and I encourage you to keep Boeing on your radar in the future!
Learn more about Karrie Day