Introduction
Picture this: It’s Monday morning in your office. Your in-house team is gathered around the conference table, coffee in hand, laughing about weekend plans before the meeting starts. On the screen at the end of the table, there’s a small Zoom window. Inside it sits Maria, your Filipino virtual assistant, waiting quietly. The meeting starts. Decisions are made. Maria takes notes, nods when spoken to, but never volunteers an idea. When the call ends, your team continues chatting. Maria’s window closes.
She’s on your team. But does she feel like she belongs?
For international businesses hiring Filipino remote staff—whether they’re virtual assistants, developers, designers, or customer support specialists—this scenario is all too common. And it’s costing you more than you think. When remote staff don’t feel like they truly belong, you lose their best ideas, their loyalty, and eventually, their talent.
Building a genuine “culture of belonging” across borders isn’t just about being nice. It’s about unlocking the full potential of your global team, reducing turnover, and creating an environment where your Filipino staff feel valued, heard, and invested in your company’s success—not just tasked with checking boxes from halfway around the world.
Let’s explore how to make that happen.
Section 1: Understanding the Filipino Context
Before you can build belonging, you need to understand who you’re building it for.
Filipino culture is deeply relationship-oriented. In the Philippines, work isn’t just transactional—it’s personal. Filipinos value pakikisama (getting along with others) and kapwa (shared identity). They see colleagues as extensions of family, and they thrive in environments where relationships are warm, respectful, and reciprocal.
Key cultural traits that shape how Filipinos work:
- High value on respect and hierarchy: Filipinos are taught from a young age to respect authority figures. This means they may hesitate to challenge a manager’s idea or speak up in meetings, especially if they’re the most junior person—or the only remote person—in the room.
- Indirect communication style: To preserve harmony, Filipinos often avoid direct confrontation or saying “no” outright. If something isn’t clear or feasible, they might say “I’ll try” instead of “That’s not possible,” which can lead to misunderstandings.
- Strong family ties and community focus: Family comes first. Filipinos are often supporting extended family members financially and emotionally. They appreciate employers who recognize this and respect work-life boundaries.
- Adaptability and resilience: Filipinos are known for being resourceful and positive even in difficult circumstances. But this can sometimes mask when they’re struggling or feeling disconnected.
Why this matters for remote work:
When Filipino staff are working remotely for international clients, they’re navigating not just a different time zone, but a different communication style, work culture, and set of expectations. If you’re not intentional about inclusion, cultural differences can create invisible walls. Silence on a Zoom call might not mean disengagement—it might mean respect. A lack of pushback might not mean agreement—it might mean uncertainty about whether it’s “safe” to speak up.
Understanding these nuances is the first step to making your Filipino team members feel like they truly belong.
Section 2: Common Mistakes International Clients Make
Even well-meaning employers can unintentionally create a culture of exclusion. Here are some of the most common mistakes:
Treating Filipino staff as “outsourced help” instead of team members
When you refer to your Filipino staff as “my VA” or “the offshore team” instead of using their names or calling them colleagues, it signals that they’re separate—and lesser. This language trickles down into how they’re treated: left out of strategic conversations, not invited to team meetings, and given tasks without context.
Impact: They feel like hired hands, not partners. You miss out on their insights and ideas.
Not involving them in key meetings or decisions
It’s easy to schedule internal meetings during your local business hours and forget that your Filipino staff are asleep—or to assume they don’t need to be involved because “they’re just executing tasks.”
Impact: They lack context for their work, can’t contribute strategically, and feel like outsiders looking in.
One-way communication: just giving tasks, no feedback loop
You send a task list. They complete it. Repeat. There’s no conversation about why the work matters, how it’s going, or what could be improved.
Impact: Work becomes robotic. They don’t feel seen, heard, or valued. Engagement plummets.
Ignoring time zones and local holidays
Expecting immediate responses at 2 a.m. Manila time, or scheduling mandatory meetings during Philippine holidays (like Christmas, which Filipinos celebrate from September through January), shows a lack of respect for their time and culture.
Impact: Burnout, resentment, and the feeling that their life outside work doesn’t matter to you.
No recognition or career development
You praise your in-house team publicly, celebrate their wins, and discuss their growth paths. But your Filipino staff? They get a “thanks” in Slack and no conversation about their future with the company.
Impact: They feel stuck, undervalued, and start looking for employers who see their potential.
Section 3: Practical Ways to Build a Culture of Belonging
Now for the good news: building belonging is absolutely doable. It doesn’t require a massive budget or complex systems—just intentionality, consistency, and genuine care. Here’s how:
Onboarding & Orientation
Introduce them properly to the whole team.
When a new Filipino team member joins, don’t just send them a task list. Introduce them in a team meeting or Slack channel. Share their background, role, and something personal (with their permission). Make it clear they’re a full member of the team.
Share your company story, mission, and values.
Help them understand why your company exists, not just what it does. When they see the bigger picture, their work has meaning. Record a welcome video from the founder or leadership. Give them access to the same onboarding materials your in-house team gets.
Assign a “culture buddy.”
Pair them with someone on the team (ideally not their direct manager) who can answer questions, explain unwritten rules, and help them feel connected in those crucial first weeks.
Communication & Collaboration
Turn cameras on in key meetings when possible.
Yes, Zoom fatigue is real. But when it’s a team meeting or brainstorming session, seeing faces—and being seen—builds connection. Encourage your Filipino staff to turn their cameras on, and make sure you do too.
Proactively invite them to speak and ask for input.
Don’t wait for them to jump in. Call on them by name: “Maria, I’d love to hear your thoughts on this.” Create space for their voice, especially early on when they’re still gauging whether it’s safe to speak up.
Use clear written documentation to support verbal instructions.
After a meeting or call, send a summary with action items, deadlines, and context. This helps bridge any communication gaps and ensures nothing is lost in translation or time zones.
Create channels for casual conversation.
Set up Slack channels for non-work chat: #random, #food, #pets, #wins. Encourage your Filipino staff to share too. Belonging isn’t just built in meetings—it’s built in the small, human moments.
Inclusion in Team Life
Invite them to virtual team events, all-hands, and celebrations.
If you’re having a virtual happy hour, quarterly all-hands, or end-of-year celebration, make sure your Filipino staff are invited—and that the timing works for them (or record it so they can watch).
Recognize birthdays, work anniversaries, and Filipino holidays.
Acknowledge their special days just like you do for in-house staff. A simple “Happy Birthday, Maria!” in Slack or a small gift card goes a long way. And recognize major Filipino holidays like Independence Day (June 12) or Rizal Day (December 30).
Celebrate their wins publicly.
When they do great work, shout it out in team meetings, Slack, or company newsletters. Public recognition signals that their contributions matter.
Feedback & Career Growth
Set regular 1:1s focused on feedback, support, and growth paths.
Don’t just check in when there’s a problem. Schedule consistent 1:1s (weekly or biweekly) to ask: How are you doing? What’s going well? What’s challenging? Where do you want to grow?
Discuss skills development, training, and promotions—not just tasks.
Ask what they want to learn. Offer access to courses, certifications, or stretch projects. Talk about what a promotion or raise could look like. Show them there’s a future here.
Give constructive feedback with kindness and clarity.
Filipinos value harmony, so harsh or vague feedback can be demotivating. Be specific, kind, and solution-focused: “I noticed X. Here’s what I’d love to see instead. How can I support you?”
Respecting Time & Boundaries
Be mindful of time zone differences and work–life balance.
If you’re in New York and they’re in Manila (12–13 hours ahead), don’t expect instant replies at your 9 a.m. Schedule meetings during overlapping hours when possible, or rotate meeting times so the burden isn’t always on them.
Avoid assuming 24/7 availability just because they’re remote.
Remote doesn’t mean always-on. Respect their working hours. If you send a message outside their hours, clarify it’s not urgent: “No rush—just sending this while I’m thinking of it.”
Honor their local holidays and time off.
Don’t schedule major deadlines or meetings on Philippine holidays. And when they take time off, truly let them disconnect.
Section 4: Systems and Rituals That Reinforce Belonging
Belonging isn’t built in one conversation—it’s built through consistent rituals and systems that signal: You matter here.
Weekly team syncs where everyone shares wins and blockers.
Create a standing meeting (or async Slack thread) where every team member, including Filipino staff, shares what they accomplished, what they’re working on, and where they’re stuck. This builds transparency and connection.
A “culture buddy” or mentor from the in-house team.
As mentioned earlier, pair new Filipino hires with a buddy who can help them navigate the company culture, answer questions, and make introductions.
Shared chat channels for casual conversation.
Dedicate space for non-work chat: hobbies, food, pets, weekend plans. Encourage your Filipino staff to share their world too—whether it’s a photo of their favorite local dish or a funny story from their day.
Quarterly check-ins on engagement and well-being.
Every quarter, have a deeper 1:1 focused not on tasks, but on how they’re feeling: Do you feel connected to the team? Do you feel heard? What would make your experience better?
Include them in decision-making when relevant.
If you’re deciding on a new tool, process, or project direction that affects their work, ask for their input. Even if the final call is yours, involving them signals respect and trust.
Section 5: Measuring If It’s Working
How do you know if your Filipino staff truly feel like they belong? Here are some signs:
Positive indicators:
- They’re more proactive.They volunteer ideas, ask questions, and suggest improvements—not just wait for instructions.
- Higher engagement in calls and chat.They speak up in meetings, participate in casual Slack conversations, and seem genuinely present.
- Lower turnover.They stay with you long-term and refer other talented Filipinos to your company.
- They bring their whole selves to work.They share personal stories, celebrate milestones with the team, and seem comfortable being themselves.
Red flags:
- Silence and minimal participation.They only speak when directly asked, never volunteer input, and seem withdrawn.
- High turnover or “ghosting.”They leave suddenly or stop responding without explanation.
- Lack of initiative.They only do exactly what’s asked, never going beyond the task list.
- Feedback reveals disconnection.In surveys or 1:1s, they express feeling “just like a contractor” or “not really part of the team.”
Simple questions to ask in anonymous surveys or 1:1s:
- Do you feel like a valued member of the team?
- Do you feel comfortable sharing your ideas and opinions?
- Do you understand how your work contributes to the company’s goals?
- Do you feel supported in your professional growth?
- Is there anything we could do to help you feel more connected to the team?
Listen to their answers—and act on them.
Conclusion & Call to Action
Building a culture of belonging remotely isn’t a “nice-to-have”—it’s a business advantage.
When your Filipino staff feel like they truly belong, they don’t just show up and complete tasks. They innovate. They stay. They become ambassadors for your brand. They bring their full talent, creativity, and commitment to your company’s mission.
And in a world where remote work is here to stay, the companies that win will be the ones that master the art of making people feel like they belong—no matter where they’re logging in from.
Here’s your challenge:
Audit your current practices. Are your Filipino staff truly included, or are they just “on the team” in name only? Pick 1–2 concrete changes from this article and implement them this month. Maybe it’s scheduling a proper onboarding call. Maybe it’s inviting them to the next all-hands. Maybe it’s simply asking, “How are you really doing?”
Small shifts create big change.
Your Filipino team members have incredible talent, resilience, and dedication to offer. The question is: are you creating a culture where they feel safe, seen, and excited to bring their best?
The future of work is global. Let’s build it together—with belonging at the center.
