Tag: turnaround

Here is a sequel to my previous post Southern China Manufacturing Strategies.

Southern China has a great opportunity to move from the bankrupt LCC (Low-Cost Country) model to what I call the “HCM” (Highly-Competitive Manufacturing) model.

When labor is not cheap, how can manufacturing in China remain competitive:

Go Local:
If the next step in the value chain is physically located in the region, then it may add value to locate manufacturing there. Obviously if the product is being sold locally, there is value there. But also if the region can offer more competitive sources of raw materials and components, there can be a good business case for locating there.

Go Green:
It makes sense to consider “green” or other emerging technologies as
a way to add value to the operations. Going from plain vanilla
products to similar products, but “branded greener” (and sold at a
higher price) with marketing and technology backing it up. Everyone
“wants” to go green, but not everyone has the know-how and capital to
do it. As Southern China has have the nexus of light-manufacturing experience, overseas
technical contacts, and educated engineers, and you could more likely do
this successfully in the here than you could in Vietnam or even some
inland Chinese region with cheaper labor and rent.

Go Flexible:
As stated before, a factory can add value by being more flexible: going after smaller orders, offering ultra-quick turnaround service, and customizations can all be viable strategies. But in order to be successful at this, the factory must move from a mass-production model to a leaner, more flexible model. Generally speaking, this would require the deployment of demand-flow technology, kanban management, and lean manufacturing strategies.


If you’ve spent any time in the Pearl River Delta recently, you’ve probably spent much of it discussing the rising cost of manufacturing here. Margins are being squeezed by ever rising material, labor and logistical costs. People running facilities here are talking about moving inland, moving out of China, or closing up shop. But there are alternatives to going broke or opting out. Here are a few I’ve explored, both in my own facility, and in conversation with other factory owners and managers.

  • Change product mix Concentrate more on higher margin production, those with more design or technology value.
  • Outsource labor-intensive process steps Within existing product mix, try to outsource the more labor-intensive process steps and concentrate in-house on the higher value-added processes.
  • Add value with flexibility Change production management to competitively manufacture low volume/high mix/quick turnaround, allowing for higher margins.
  • Go lean When costs rise, reducing waste throughout the organization becomes more important. If “lean” was just a buzzword yesterday, it will be a competitive advantage tomorrow
: ALL

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Turnaround in Process: Resistance is Futile

Recently, on Linked in, I answered a questions about how to handle extremely change-resistant team members. I’d like to share it here as well.

In my experience here in China Turn-around situations, I find that extreme resistance by some team members is the rule, not the exception. While it is difficult to generalize how to handle it, generally some combination of the following strategies are used:

  1. Being patient, understanding the objections, and working through the objections with that person, ensuring that he or she understands why the change is being made, and giving a reality check on how really small the risks are when put into perspective.

  2. Showing everyone that the change will happen, and that ultimately, resistance is futile, so it is better to embrace the change rather than resist it.

  3. Removing team members who fail to respond to 1 or 2 above, and letting everyone know why that person was removed (fired, re-assigned, etc.).

  4. When change is successfully implemented, reward the team, let everyone know not only how much value they’ve added, but also how much their own value has improved.

  5. Monetary incentives are usually not a bad idea. They are not always appropriate, but sometimes they are.


One other thing: I would make two classifications: those who are “resistant” and those who are “obstructionist”. The latter tend to leave the organization long before they’ve seen the change implemented.