This is a very normal question, even for capable people.
In the context of the State apparatus being gradually streamlined and rearranged in the direction of streamlining the payroll and improving effectiveness and efficiency, an invisible but very real pressure is on the shoulders of each cadre, civil servant, and public employee: Either proving its value, or being eliminated. Streamlining the apparatus is no longer a slogan; it is happening every day. And in that process, only those who are capable, have a clear, irreplaceable "exit" can stand firm.
Personal value cannot be measured by the feeling of " yourself are fine", " yourself are probably useful". Feeling is not a measure, and cannot be a shield for someone to avoid the need for innovation and capacity building. If you disappear from your current job tomorrow, what will be lacking? - a seemingly simple question but the most accurate test for a person to determine their true value.
If that question confuses someone, it means they don't really know what they're contributing. And when they themselves do not know, the organization will find it even more difficult to recognize.
The apparatus cannot operate based on emotion; it operates through results, through products, through management efficiency, serving people and businesses.
A modern apparatus does not need too many people to "run tasks", work in a rotten way, do not dare to take responsibility, only handle things that have a model. A strong agency needs people who can solve problems, those who know how to create clarity in vague places, know how to manage risks, know how to come up with initiatives, know how to improve processes, know how to convert people's requirements into products and services. This is a group of personnel that any organization wants to keep, because they create an irreplaceable impact.
On the contrary, positions that anyone can do, repetitive jobs, not in-depth expertise... are all groups at high risk of streamlining. Not because the agency wants to cut down on people, but because the competitiveness of the position is not enough to maintain.
Having to prove their abilities is also a way to change the mindset in the public service environment. They do not go to work to "ask" for opportunities, but to exchange fair values: Dedication - recognition; products - benefits. When organizations do not properly recognize their value, they are capable of changing the environment. And vice versa, the organization will strive to retain those who are truly impactful.
Streamlining is not only about cutting down on quantity, but more importantly, recreating quality, putting the right people in the right position, eliminating the idea of fate, holding on to, and relying on others. To avoid being streamlined, each person must be able to answer: What problem am I solving, what output my work creates, is it difficult to replace what I am doing?
People who understand what they are discussing will always progress faster, just hoping that others will see their value. In the time of streamlining the apparatus, that saying is not only true, but also warning: Provide your own capacity, before the new standards of the apparatus force us to prove it in a more severe way.
Self-replacement before streamlining is also contributing to building a competitive, healthy, and fair culture in the organization and company.
