Dear Bob ...Through the grapevine, (actually my boss) I have heard that I am about to be let go. I say through the grapevine because apparently my boss was directed by the board to not inform me of my impending doom until later this year.The back story is that two co-workers have been talking to the board about me, in less-than-glowing terms. I am surmising that the co-workers mentioned are threatened by me beca Dear Bob …Through the grapevine, (actually my boss) I have heard that I am about to be let go. I say through the grapevine because apparently my boss was directed by the board to not inform me of my impending doom until later this year.The back story is that two co-workers have been talking to the board about me, in less-than-glowing terms. I am surmising that the co-workers mentioned are threatened by me because they lack technical knowledge, something I have demonstrated to them multiple times in the past. Both co-workers have for a long time had the ears of the board. I read your February 28, 2006 column “Dealing with a backstabber” and while your response makes sense, it didn’t seem to apply. It looks as though keeping my nose down and producing results and keeping a good network did not help me this time, as no one seems motivated to defend me.Anyway, it looks like I am being pushed aside to make room for a graduating relative of one of the co-workers or for a relative of a board member. My question is, how to I let the rest of the company know that this nonsense is going on without sinking to the level of the backstabbers. Or should I not even bother with it?I don’t want any ghosts to follow me. -KnifedDear Knifed …I’m not sure there is a good answer. I presume your boss did his/her best to speak up for you to the board to no good effect. I also presume you have no personal contacts of your own on the board who you could approach in confidence to ask how it is that the board is rewarding backstabbing instead of performance. That being the case, I don’t personally know of any good way to recover the situation.Here’s what you do need to do: Prepare a written document that lists, in specific terms, your achievements over the past couple of years; also your work assignments and their results, and your day-to-day responsibilities and how you’ve carried them out, also in terms as specific and objective as possible.You need this because if you are to be terminated, someone will have to sit down with you to explain that you’re being terminated, the terms of your termination, and the reasons, if any. Undoubtedly you are working for an “at will employer.” That doesn’t turn the situation into a free-for-all, and if the termination is for cause, you will have the documentation to challenge it. This would, at a minimum, be worthwhile for its amusement value.I don’t recommend taking legal action in this sort of situation, or even threatening it. Making it clear that whatever the reason for your termination, poor performance isn’t part of the discussion is a good idea. Especially since (from your account I assume) you haven’t been on the receiving end of any disciplinary procedures, this will improve your ability to negotiate a separation package.Once you’ve created this documentation, do what you can to make sure you don’t have to use it. Start your job hunt immediately and aggressively. Since your boss informed you in confidence of the situation, it probably makes sense to let him/her know, also in confidence, that you’re doing so and expect some flexibility to allow you to exit gracefully. I wish I knew of an effective way to deal with backstabbers. Other than establishing an independent perspective of your abilities with their audience, I don’t, and apparently your personal network doesn’t have any influence where it matters.– BobPowered by ScribeFire. Technology Industry