How should I handle a boss who flip-flops back and forth on issues?

I hate to tell you this but my guess is that whatever issues you have with him, he either a) believes that the problems are all yours or b) will do what he can to convince you that the problems or all yours or c) all the above. I also believe that he will drive you crazy as long as you work for him. It will be a roller coaster ride of insanity. I agree with Janet, cya. He will make you his scapegoat if you let him. Keep your eyes open for other opportunities as well. I know you just got this job but trust me, it will only get worse if you keep working for him.

I agree, document everything.
When I think clarification or direction may be an issue, I follow-up to verbal interactions with an email that includes copying all people who may be involved. For instance, if I got the ‘green sky” issue, I would follow-up with an email to the boss, copied to the our GIS director. The email would include date and time of conversation, my understanding of what I was expected to accomplish, my proposed timeline for completing, the information I would need from other people/divisions and a statement that indicates a deadline for response from the boss. That usually reads something like: I will proceed with this course within 24 hours of notificatio of the read receipt from your email unless clarification is received before then. Make sure you activate read receipt. Then you know they read it and that others have read it as well. This will also help you track the time you spend on useless projects which can be a valuable piece of knowledge.

I agree with Janet. I was let go about 15 years ago from a job because I did not know about the importance of documenting and later when the boss began having problems with the powers above I was blamed for the problems. However, six months after I was let go the new owners called and wanted me to come back to work for them, it seems after I was gone they saw where the real problem existed. I have learned,since that time to document everything through emails and by Memo’s plus I keep a journal.

I’m going to jump on the documentation bandwagon here. I’ve had many bosses who flip-flop, and it is usually because they have so much going on at once that they can’t keep track of what they said. I learned many years ago to write everything down. That way, all I have to do is say, “Oh, I must be confused. Let me check my notes. Hmmm, no it says right here ‘green sky’. Have you decided to go a different direction?” Most of the time now, all I have to do is reach for my notepad, and the boss says, “I guess I did say green.” It helps him, too, because he knows that if he forgot something, I have it written down.

I would suggest that in addition to documenting incidences (especially those that may negatively affect performance evaluations or may be used to make you look to be at fault), use the resources available on the internet (online libraries are wonderful) to read up on how to handle difficult people. They are full of suggestions for specific personality types. You may consider “collaborating” with another co-worker on projects (looks good for peer to peer mentoring and team building) to have someone to confirm what actually transpired should you decide to bring this to the attention of upper management, or if it should escalate to the point where your job is at jeopardy.
Is the added stress of this boss worth staying at your present job? Could you speak with management about the reporting structure? Is there an HR person you could speak with – they may be able to assist without your name ever being mentioned.

I agree with the documentation. It comes in handy when questions arise. However, I would ask THEM to write down what THEY want done. That way, they can’t come back a week later and say YOU wrote it down wrong. I have a form that people fill out including what time they gave the project to me, when they need it by (deadline) and what they want done. That way if anything is wrong, I can show proof that I did what they asked. We track our time/printing/repro by project number also so the form has a space for this as well.

I agree with the others. With people who forget what they indeed say to you, or like to push blame off themselves onto you, I keep their emails. My preferred method of communicating with these types is email or with another person. If things go down that road you can show them the email and say, you emailed me to research that green sky…

CYA is top priority with these types. Luckily they are other peoples boss and not mine. If you want to stay at your job I would test the water and have a meeting about this. Start off light, like a situation where you were right and it took them forever to figure that out. Maybe next time you just let them know, “maybe if we could sit down next time and go over the situation we may have been able to come to an agreement before I begin researching”. It really does cause a “slow train” when that type is involved! Good Luck

Sometimes you have to work for a “flipper”, and sometimes you are not in a position to look for another job. I agree with the “documenters”. Write everything down, confirm in writing or by e-mail (make sure your e-mail has provision to let you know that the “flipper” has read your e-mail), print everything out, and keep in a safe place away from the office. Periodically, put these e-mails in an envelope, take it to your local post office and mail it to yourself, so you will have a postmark. Of course, you won’t open the envelope, but it’s another way to have documentation that things happened when you said they did. Believe me: this is not “overkill”. I was in a situation where a counseling memo could very easily have been turned into a document which could have cost me my job: my ability to open the sealed envelope in front of the company president in order to prove my case allowed me to keep my job and the “flipper” was highly embarrassed. Of course, being a boss, he could keep his job, but he left me alone after that one.