Delocalisation👨🏭🌍
Good morning, readers!👋
How are you doing today?
Delocalisation: Because "Out of Sight, Out of Conscience" Is a Business Strategy.
Once upon a time, companies used to claim that "people are our greatest asset."
Then someone opened an Excel file, found labour cost differences, and suddenly people became just another line item...✨📉
Welcome to delocalisation, the enchanting corporate manoeuvre where jobs don’t vanish, they simply relocate to sunnier, cheaper places that are conveniently harder to pronounce.
What Is Delocalisation, Really?
Official definition: the transfer of business processes or production to another country to cut costs and boost efficiency.
Unofficial definition:
"What if we paid people less, far away, and labelled it globalisation?"🌐😌
It’s capitalism’s take on decluttering. "Do we really need this factory in Italy? Marie Kondo says no."
The Corporate Fairy Tale🧚♂️
In the boardroom, delocalisation is often framed as a strategic advancement: "We must remain competitive" - "The market is evolving" - "This is about long-term viability"
In simpler terms:
"Profits" - "Profits" - "Profits, but with a PowerPoint presentation"💼📊
Somewhere between slides 14 and 15, a consultant mentions "nearshoring" or "global delivery model", and everyone nods sagely, as if human lives weren’t being rearranged like office furniture.
The Worker Experience: A Plot Twist Nobody Asked For.
For employees, delocalisation typically comes through: An ambiguous internal email. - A "town hall" meeting with comments turned off - A statement that begins with "This was not an easy choice".
Spoiler alert: It was incredibly simple.😬
All of a sudden: You’re “transitioning knowledge” to someone who is taking your place.
Who makes one-third of your pay, and is referred to as a “partner”🤝
Nothing fosters global unity like training your own successor.
The Geography of Convenience🗺️
Isn’t it amusing how delocalisation always shifts: from nations with labour protections to nations with “flexibility”...
From “Employee rights”, “Unions”, “Regulations” to “Opportunities”, “Emerging markets”, “Let’s not probe too deeply”.
It’s not exploitation if you label it economic development, right?😉
Ethics: The Optional DLC🎮
When you ask companies about the ethics of delocalisation, their responses often include: "We adhere to local regulations" - "We generate employment opportunities" - "We share our expertise".
While these statements hold some truth, much like how fast food "nourishes people."🍔
Technically accurate. Morally dubious.
Meanwhile, back in our hometowns: communities dwindle, skills fade away, whole areas turn into "former industrial centres".
But don’t fret, there’s now a coworking space☕✨
When It Returns (Because It Always Does)
Here’s the twist: after a few years, companies realise that:
Time zones are a reality⏰ - Quality challenges arise - Cultural differences are significant - Coordination is… challenging!
Thus, we come up with new buzzwords:
- Reshoring
- Nearshoring
- Friend-shoring (yes, that’s a real concept)
Same story. New instalment. Larger budget.
The Hidden Costs No One Measures💸
Delocalisation excels at tracking:
- Salaries
- Rent
- Taxes
It fails miserably at accounting for:
- Lost knowledge
- Organizational history
- Trust
- Loyalty
- Social consequences
But hey, those factors don’t fit neatly into a spreadsheet, and spreadsheets are where decisions go to feel significant.
Final Reflections (Before This Blog is Outsourced).
Delocalisation isn’t inherently bad. It’s not brilliant either.
It’s simply a tool, often wielded with the emotional finesse of a chainsaw.🪚
When executed with care, it can foster opportunities.
When approached carelessly, it results in empty corporations, disgruntled employees, and a LinkedIn update about "resilience."
So the next time you hear: "This is a strategic choice that aligns with our global vision"
Just keep in mind: Somewhere, an Excel cell turned red, and that’s when everything shifted.🌍📉😏
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