I need some serious answers.\n\nA supervisor puts someone in charge as a project manager for a web redesign project. She appears to commit the the project's description (what it is, who will work on it, etc.) but then changes critical parts of the project (like who will work on it) and then denies that she committed to the original plan.\n\nWhat do you do with a boss who prevents you from moving forward on a project because she will not commit to a plan and keeps changing things? (This is starting to affect meeting deadlines.)
130875
It's difficult.  There are some things you can do - some of which you may have already done.\n\nDevelop a project charter, which describes the project, but also includes some high-level project assumptions and risks etc. (This at the very start of the project.) Boss, and other key players, should sign document.\n\nProduce a detailed definition of the project scope - ideally a structured Work Breakdown Structure, but at least something that defines the scope in detail.  Get agreement that this is scope of the project (signatures are good.)\n\nAny changes to the scope as defined above are required to go through a change process.  As part of the process the proposed change is documented, along with the estimated impact of the change.  The document is then reviewed, in this case probably with the boss and others, and the discussion is - so here's the proposed change, and if we do it it will delay us 2 weeks and cost $5000.  Do we still want to do it ?  (and if so where's the money.)  Again signatures are good on the approved changes.\n\nTry not to own the hot potato issues.  When she takes some-one off the project (which makes it your problem) you then throw her back a new plan showing the impact, including slipped dates (making it her problem again.)\n\nIf you really can't get committments, then you have to document all your assumptions, provide them to the boss, and then proceed.  You can also have reviews where you explain (as a team) what's going on etc.  In the review you can make leading statements like : We need to get everyone's agreement on this before moving onto next phase.  Document the meeting.\n\nAs you put more structure in place you can blame either "best practices" or other stakeholders.
37221
The referenced form below is for project team members rather than the project manager, but it might get you started.\n\nIn general you have to be very careful about evaluating a project manager's performance.  If a project is successfull, is that because the PM did a great job, or because the project team really worked hard in spite of the PM.  Did the project that ran smoothly not have any problems - it was an easy project - or was the project manager able to do a good job, plan ahead and avoid many issues
52690
If you know enough about the inner workings of the organization, try developing a plan and steps of implimentation, understanding change is not going to happen overnight.  Don't go in to a meeting saying what's wrong, but with a plan to make things better.  If you don't know who all may be impacted by the change, because sometimes easier for you means more work for someone else, ask to learn more about the company and tell them your intentions.  Most companies that have situations that are "normal" don't always resist change but need to see a clear plan before taking a "leap of faith".  If you were looking for something more detailed I apologize, this is just a style of buiness that has worked at my organization.
116031
Stand up to the person in question.  It is polite to let them know that you have a problem with their work habits BEFORE you tell your supervisor.  If your colleague does not change, then go to your boss.  If your boss does not deal with the problem, tell them you are not happy, and go to THEIR supervisor.  They will respond if you go higher in the chain of command, and remember, the squeaky wheel gets the grease.
157205
I can totally relate to what you are saying. I live with the same type of thing every day, unfortunately the person in question is my boss. Sometimes I think if I let loose one day the consequenses might just be worth it. Horrible, I know, but this kind of person can cause the most severe and aggressive frustration! My advice is to avoid him as much as possible, which is what I do with her, but should you happen to proceed with a physical confrontation I admit I would find it comforting to know that at least someone had some consequence for their constant crap behavior and maybe will think twice about it in the future.
339060
If you're in a big company then you need to talk to your supervisor. If you're in a small business where the boss doesn't care really what goes on and blows you off - there is less that you can do. Small businesses with fewer than like 15 employees are for some reason excluded from many of the normal expected laws that apply to bigger companies. I don't know why that is - but it's wrong especially with something like this where it is definitely harassment. You need to tell them that you don't appreciate being hit even in a joking way. If this person persists, you may have to just find a better job where more common decency and respect are part of the culture. Big companies and small companies all have their issues and challenges. But, I think the little ones tend to have less accountability and less control over employees behavior and fewer ways to deal with situations. I used to think big corporations were bad because of the politics but now I'm not sure which is worse - it may be the small business because the people in leadership can get away with anything just by kissing up the chain of command.
82664
Blowing things off for management to do is ok but it's really not the answer.  Management expects the employees they pay to work out their own issues.  \n\nIf an attempt to work this out with her has already been taken (you've actually DISCUSSED this with this lady) and nothing was done, THEN you discuss it with management.\n\nIf you haven't talked to her already, then talk to her.  Let her know what the problem is.  She honestly may not be aware that she has a problem.\n\nAnd you would be doing her a greater service talking to her personally rather than letting her hear it from management and then finding out that everyone was talking about her behind her back.  Bad form!!!  Talk to her.
279977
It's sad, but a lot of people seem to have Dragon Lady bosses, tho men can be just as bad.  A lot of people simply don't know how to be supervisors--they know how to do a job so they get promoted, but they don't get trained in how to supervise anyone else.  Maybe part of the dynamic is that you're a tiny person and she's bigger than you so she may be throwing her weight around without knowing it. (No pun intended.)  If it were me, I'd meet with her privately to explain how I felt and how she could best help me, and what she expected of me.  If that didn't work, I'd try to meet with her boss, privately, to see how the boss thought it could be handled from that point.  And I'd keep looking for a job elsewhere.\n\nIt might also help if you went to her to ask her questions before you tried to do something that you weren't sure how to do correctly.\n\nLet us know what happens.
20120
Maybe he is on a powertrip but most likely he is just thoughtless. I have found more often than not that people aren't generally intentionally malicious but many are so self-absorbed that they fail to think about other people. \n\nI used to work under a bunch of (stressed out) guys and I can totally relate! This guy was really rude to do that and I think next time you should only work on it for 5 minutes and tell him (or leave a memo) that you will finish it the next (bus.) day because you have a [insert something important here] to attend to. \n\nI wouldn't confront this person if they are your supervisor. You will probably be emotional and that is not a good thing to bring into the workplace.
593119
Put her off by saying you will as soon as you have a free minute from your own work, but you are swamped! Say it enough times and she will get the hint. If the boss asks you if you can help tell her the same thing.
496611
oh boy, very common story. If you cannot approach your supervisor, take it to upper management. There are also reference tools such as the internet to help you understand the topic a little better. If you have a very autocratic employer, all you can do is push on through & at your next evaluation, express your concerns with this issue & maybe come up with some solutions. Chances are there are more people you work with who have this problem, start a conversation around the water cooler, so to speak, see what you can come up with collectively to combat the situation.
361291
ignore her and let her be, eventually management will be fed up with her and can her @$$, in the mean time you have to put up with it. they cannot just fire someone without proper documentation or else they can be sued.
489184
I work for the government but I am not sure if they all work the same way.  But my boss is a supervisor, above her is a manager, and then about that is the district manager.  On top of all of them is the Director.  There should be some type of listing posted somewhere at the site with the order of command.  Hope that helps.\n\nI am not exactly sure what the second question is asking.  Pleas e clarify.
243483
Been there. I found that I had to document everything my boss asked me to do in an email, so that when the project went wrong, I could explain my situation. I'd write the email to my boss detailing what she wanted me to do (I'd say something like, "Just to be sure I understand you correctly...") and tactfully explain why I didn't think it was the best course of action. \n\nBasically, it was a CYA thing. But, people like that eventually get found out. If you like other aspects of your job, you might just try to hold out until she is discovered to be incompetent. But that takes time. And patience.
425006
I'd stick around a little while and feel it out.  I'm in a similar situation where I would much rather be doing another aspect of my job (which I'm good at doing and like much more), but there's not many people who are good at another aspect so I get stuck on it continually.  The management knows that I'm not happy there, so they're trying to find someone else (since they know I'll probably leave if they don't).\n\nIf it seems like with the next project he's getting dibs over you, then maybe it's time to approach your employer and ask why.  Who knows, they might training him because they have a bigger and better project for you in the works.
53992
Oh my gosh, did you work at the same place I did?  Your story sounded exactly like the situation I had.  Management and supervisory positions had changed at my work and from then on, the nightmare began.  The witch who rose to power was a narcissitic, egotistical backstabber who made it so unbearable for everyone. She continuously found it amusing to berate, belittle and degrade each and every employee in the company by telling us that we were underworked and so grossly over-paid (we all made more $$$$ than her). Someone who is in the psychology field said that this supervisor's had low self-esteem issues (she weighs close to 300 lbs.)and it is satisfying to her to put others down in order to feel better about herself.  She can't control her weight so she tried to control others.  Unfortunately, confronting this supervisor only compounded to the problem, as she could not take constructive criticism from ANY employee...and talking to the owner of the company proved to be useless, as he always avoided any type of problem or confrontation issue.  Since I did not have an advocate or anyone I could really turn to, the stress of going to work every day was taking it's toll on my health.  For peace of mind and sanity, I gave them my two weeks notice but did not burn my bridges upon my resignation. It is a good idea to have something lined up to go to, especially if you need the income and medical benefits.  You really don't want to be at the mercy of your current employer when it comes to recommendations or verifications.  Good luck.....
460309
If you've apologized and attempted to clarify the situation, you've done your part.  What's she's doing is "Businessplace Bullying."  You need to take the email and your attempts to rectify the situation to her supervisor and explain what's going on.  Explain that you're very sorry and certainly not trying to tell her how to do her job, but that you need certain things done a certain way, and explain why.  Keep emotions out of the conversation and show that you're "all business."