Getting Started
Imagine that it’s Monday morning at work. Before the meeting starts, your in-house staff is sitting around the conference table with coffee in hand and talking about their plans for the weekend. There is a small Zoom window on the screen at the end of the table. Maria, your Filipino virtual assistant, is quietly waiting inside. The meeting is about to begin. People make choices. Maria writes things down, nods when someone talks to her, but never offers an input. Your team keeps talking after the call ended. Maria’s window shuts.
She is a member of your team. But does she feel like she fits in?
This happens all the time when overseas companies hire Filipino remote workers, such virtual assistants, coders, designers, or customer service reps. And it’s costing you more than you realize. You lose their greatest ideas, their loyalty, and eventually their skill when remote employees don’t feel like they belong.
It’s not enough to just be polite to build a real “culture of belonging” across boundaries. It’s about getting the most out of your global workforce, lowering turnover, and making sure your Filipino employees feel valued, heard, and invested in your company’s success, not just like they’re checking off boxes from halfway around the world.
Let’s look into ways to make that happen.
Part 1: Getting to Know the Filipino Context
You need to know who you’re establishing belonging for before you can do it.
Relationships are very important in Filipino culture. In the Philippines, labor isn’t only about money; it’s about people. Pakikisama (getting along with others) and kapwa (shared identity) are important to Filipinos. They think of their coworkers as family, and they do best in places where interactions are warm, courteous, and two-way.
Important cultural factors that affect how Filipinos do their jobs:
- Filipinos learn to respect authority figures from a young age. This means that individuals might not want to speak up in meetings or question a manager’s suggestion, especially if they are the newest or only remote person in the room.
- Indirect communication style: Filipinos frequently avoid open confrontation or expressing “no” straight out to keep the peace. They can say “I’ll try” instead of “That’s not possible” if something isn’t clear or doable. This can cause confusion.
- Strong family ties and a focus on the community: Family comes first. Filipinos often help their extended family members with money and emotional assistance. They like bosses who understand this and respect the line between work and personal life.
- Flexibility and strength: Filipinos are recognized for being resourceful and upbeat even when things are hard. But this might sometimes hide when they’re having a hard time or feeling alone.
Why this is important when working from home:
When Filipino workers are working from home for clients in other countries, they have to deal with more than simply a different time zone. They also have to deal with a new way of communicating, a different work culture, and a different set of expectations. Cultural differences might form invisible walls if you don’t make an effort to include everyone. If someone is quiet on a Zoom call, it might not imply they aren’t interested; it might mean they respect you. Not pushing back doesn’t always signify agreement; it could be mean that people aren’t sure if it’s “safe” to speak up.
The first step to having your Filipino team members feel like they belong is to understand these small differences.
Part 2: Mistakes That International Clients Often Make
Even bosses that mean well can unwittingly foster a culture of exclusion. Some of the most typical mistakes are:
- Not seeing Filipino workers as part of the team but as “outsourced help”
When you call your Filipino employees “my VA” or “the offshore team” instead of using their names or calling them coworkers, it makes them seem like they’re not as important as you are. This language affects how individuals are treated: they are not included in strategic conversations, not invited to team meetings, and given tasks without any explanation.
Effect: They don’t feel like partners; they feel like hired help. You miss out on their thoughts and ideas. - Not including them in important meetings or decisions
It’s easy to forget that your Filipino staff is asleep or to think they don’t need to be participating because “they’re just doing their jobs” when you schedule internal meetings during your local business hours.
Effect: They don’t know what their work means, can’t help with strategy, and feel like outsiders looking in. - One-way communication means delivering tasks without getting feedback.
You send a list of things to do. They finish it. Do it again. There is no talk on why the work is important, how it is going, or what could be better.
Effect: Work becomes like a robot. They don’t feel like anyone cares about them or sees them. Engagement drops. - Not paying attention to time zones and local holidays
Expecting quick replies at 2 a.m. Scheduling necessary meetings during Philippine holidays, such Christmas, which Filipinos celebrate from September to January, or Manila time indicates a lack of regard for their time and culture.
Effects: Burnout, anger, and the belief that you don’t care about their life outside of work. - No recognition or growth in your career
You openly applaud your in-house team, congratulate their successes, and talk about how they can expand. But what about your Filipino workers? In Slack, they get a “thank you” but no talk about what will happen to them at the company in the future.
Effect: They feel stuck and underappreciated, so they start hunting for jobs with companies that see their potential.
Part 3: Useful tips for creating a culture of belonging
The good news is that it is possible to build belonging. You don’t need a lot of money or complicated systems; you simply need to be intentional, consistent, and really care. This is how:
- Getting Started and Getting Used to It
Give them a proper introduction to the complete team.
Don’t merely send a new Filipino team member a list of tasks when they join. In a team meeting or Slack channel, tell everyone about them. Tell them about their past, job, and anything personal (with their permission). Make it clear that they are a complete member of the team. - Tell people about your company’s history, mission, and values.
Not just tell them what your business does, but also why it exists. Their labor has value when they can see the greater picture. Have the founder or leaders make a welcome video. Allow them to use the same onboarding materials that your in-house team does. - Give someone a “culture buddy.”
Give them a partner on the team (not their direct manager) who can answer questions, clarify the regulations that aren’t written down, and help them feel like they belong during those important first few weeks. - Working together and talking to each other
When you can, turn on cameras in important meetings.
Yes, Zoom fatigue is a real thing. But seeing and being seen during a team meeting or brainstorming session helps people connect. Ask your Filipino employees to turn on their cameras, and you should too. - Ask them to speak up and give their thoughts.
Don’t wait for them to get involved. Say their name: “Maria, I’d love to hear what you think about this.” Give them room to speak up, especially at first when they are still figuring out if it is safe to do so. - Written instructions should back up spoken ones.
Send a summary with action items, due dates, and background information after a meeting or call. This helps fill in any gaps in communication and makes sure that nothing gets lost in translation or time zones. - Make it easy for people to talk to one other.
Make Slack channels for chatting that aren’t work-related, such #random, #food, #pets, and #wins. Tell your Filipino employees to share too. It’s not just in meetings that people feel like they belong; it’s in the little, everyday things.
Being a part of Team Life
Invite them to virtual team meetings, all-hands meetings, and parties.
Make sure your Filipino employees are invited to your virtual happy hour, quarterly all-hands, or end-of-year party. Also, make sure the time works for them, or record it so they can watch it later.
- Celebrate Filipino festivals, birthdays, and work anniversaries.
Just like you do for your own personnel, make sure to celebrate their significant days. A quick “Happy Birthday, Maria!” in Slack or a modest gift card will make her day. And remember important Filipino holidays like Rizal Day (December 30) and Independence Day (June 12). - Tell everyone about their wins.
When they do a wonderful job, let everyone know in team meetings, Slack, or business newsletters. When somebody get public recognition, it shows that their work is important. - Feedback and Career Development
Set up regular one-on-one meetings to talk about feedback, support, and growth routes.
Don’t just check in when things go wrong. Set up regular one-on-one meetings (once a week or every other week) to ask, “How are you doing?” What is going well? What is hard? What areas do you wish to improve?
Talk about training, skill development, and promotions, not just tasks.
Ask them what they want to know. Let people take classes, get certificates, or work on stretch projects. Talk about what a raise or promotion may look like. - Show them that there is a future here.
Be fair and clear when you give constructive comments.
Filipinos love peace, therefore harsh or ambiguous feedback can make them less motivated. Be clear, courteous, and focused on finding a solution: “I saw X. Here’s what I’d like to see instead. How can I help?” - Respecting Time and Limits
Keep in mind the time difference and the need for a good work-life balance.
If you’re in New York and they’re in Manila (12–13 hours ahead), don’t expect them to answer right away at 9 a.m. When you can, schedule meetings during periods that overlap, or change the times of meetings so that the load isn’t always on them. - Don’t assume that they’re always available just because they’re remote.
Remote doesn’t mean always on. Respect the hours they work. If you send a message outside of their hours, make it clear that it’s not urgent by saying, “No rush—I’m just sending this while I’m thinking of it.” - Respect their time off and holidays.
Don’t set important deadlines or meetings on holidays in the Philippines. And when they take a break, really let them relax.
Part 4: Systems and Rituals That Make You Feel Like You Belong
You don’t build belonging in one talk; you build it through regular rituals and processes that say, “You matter here.”
Every week, the team gets together to talk about what went well and what went wrong.
Set up a regular meeting or an async Slack thread where everyone in the team, including Filipino personnel, can talk about what they’ve done, what they’re working on, and where they’re stuck. This makes things more open and connected.
A “culture buddy” or mentor from the company’s own staff.
As I said before, give new Filipino employees a friend who can assist them get used to the corporate culture, answer their queries, and introduce them to other people.
Chat rooms that everyone can use for casual chatting.
Set aside time to talk about things that aren’t work-related, such hobbies, food, pets, and weekend plans. Ask your Filipino employees to share their lives as well. They may send you a picture of their favorite local food or a hilarious tale from their day.
Check-ins on engagement and well-being every three months.
Every three months, have a more in-depth one-on-one meeting that isn’t about work but about how they feel. Do you feel like you’re part of the team? Do you think people are listening to you? What would make your time better?
When it’s appropriate, let them help you make decisions.
Ask them for their opinion if you’re choosing a new technology, procedure, or project direction that will effect their work. Even if you make the final decision, consulting them shows that you trust and appreciate them.
Part 5: How to Tell If It’s Working
How can you tell if your Filipino employees really feel like they belong?
Here are several signs:
- They take greater initiative. They don’t just wait for instructions; they provide ideas, ask questions, and suggest ways to make things better.
- More people are using calls and chat. They speak up in meetings, join in on casual Slack chats, and seem to be really there.
- Less turnover. They stay with you for a long time and send other skilled Filipinos to work for you.
- They bring their complete self to work. They talk about their lives, celebrate big events with the team, and seem to be okay with who they are.
Things to watch out for:
- Quiet and little participation. They only talk when asked, never offer their thoughts, and seem to be shy.
- A lot of people leave or “ghost.” They leave without warning or stop answering without giving a reason.
- Not taking the lead. They simply do what’s on the list and never go above and beyond.
- Feedback shows that people aren’t connected. When asked in surveys or one-on-one meetings, they say they feel “just like a contractor” or “not really part of the team.”
You can ask these simple questions in anonymous surveys or one-on-one meetings:
- Do you think the team values you?
- Are you okay with sharing your thoughts and ideas?
- Do you know how your job helps the organization reach its goals?
- Do you feel that your job is helping you grow?
- Is there anything we can do to help you feel more like part of the team?
Listen to what they say and do what they say.
Conclusion and Call to Action
It’s not only pleasant to have a culture of belonging at work; it’s good for business.
Your Filipino employees don’t just show there and execute their jobs when they feel like they belong. They come up with new ideas. They stay. They become representatives of your brand. They bring all of their skills, creativity, and dedication to your company’s objective.
And in a world where remote work is here to stay, the companies who know how to make people feel like they belong, no matter where they are logging in from, will be the ones that win.
Your task is:
Check your current habits. Are your Filipino employees really part of the team, or are they just there to make it look good? This month, make 1 or 2 real adjustments based on what you read in this post. It could be setting up a proper onboarding call. It may be asking them to the next all-hands meeting. Maybe it’s just asking, “How are you really doing?”
Little changes can make a big difference.
Your Filipino team members have a lot of ability, strength, and commitment to give. The question is, are you fostering an environment where people feel comfortable, seen, and excited to do their best?
The world is the future of labor. Let’s work together to develop it, with belonging at the heart of it.
