If, however, her management impedes the job getting done, THEN they are going to want to listen.

What Scrappy Said.

A woman once quit our department after less than a month, by going to lunch and leaving a Post-It on her monitor that read, "I have never been treated so badly anywhere before" and she never came back. She's a legend.

That's kind of awesome.

Consuela is totally right here, Juliebird.

What does not effect the bottom line, limit productivity or otherwise damage the organization's efforts, is generally of no interest...even though it sounds like you are being asked to squeal.

Being a difficult/unlikable/ineffective boss is unlikely to garner much interest among the brass.

It sucks, but it's true.

Taking absolutely every bit of personal hurt/disgust out of your comments is crucial to your concerns being taken seriously.

I know that is hard to do when you know you are right about how wrong someone else is. This woman being a jerk may actually be what the organization wants. I hate to say it, but I've seen it many, many times.

God, I'm so glad I asked. I had a feeling that my relief at having an outlet for my grievances was too good to last.

It probably isn't a trap, but you can never be sure in situations like this.

Vent your spleen elsewhere and then answer whatever questions they have honestly, but dispassionately where ever possible.

Yeah, sorry, Juliebird. If you want to keep working there, don't talk shit to your boss's bosses.

Does the size of the organisation make any difference? We're a small staff of 9 (now currently 8) people.

If you want to keep working there, don't talk shit to your boss's bosses.

Hah! Now isn't that the Big Question. I like my job and my coworkers just fine except for this one person who has no clue what my job is or entails.

Frankly, I think it is worse in a small organization because everyone is exposed to everyone else. Even 'family' organizations have trouble hearing the truth about personalities.

Yeah, worse that it's smaller, sorry. ALTHOUGH, I have generally found that the big bosses do know what's up, when I can't figure out why my terrible boss still works there. In the worst case, no one ever got fired because they were concerned about the overall turnover rate, but of course everyone else was always quitting because of my terrible boss. But they knew she was terrible.

But they knew she was terrible.

I worked as an organizational development consultant and am STILL flabbergasted by the numbers of organizations who knew they had bad apples and yet refused to do anything constructive about it. There were as many rationalizations as where were crappy bosses, but the pattern seldom changed.

If that one awful boss left, invariably, someone remarkably similar was hired in his/her place. That's when I realized organizations are often the way they are because they choose to be that way.

My naive, 'if the big bosses only knew' fantasies went right out the window.

Fortunately, now I can look at it as choice rather than idiocy.