Hiring Filipino Workers What to Expect & How to Boost Productivity

Summary

This video script discusses the benefits and challenges of hiring Filipino workers for online businesses. It highlights Filipino cultural traits such as their eagerness to please, respect for authority, and preference for stability. The script also addresses common issues like the 'disappearing Filipino syndrome' due to their non-confrontational nature, offering solutions for better communication and handling employee concerns. Emphasizing the loyalty, work ethic, and proficiency in English of Filipino workers, the video encourages employers to approach these workers with understanding to foster long-term, successful working relationships.

Takeaways

• 😀 Filipinos are generally friendly, hardworking, and eager to please, but they are not all the same. Stereotypes should be avoided as each person is unique.
• 😀 Filipinos are often non-confrontational, preferring to keep issues to themselves rather than directly confronting problems. Encouraging proactive communication helps avoid this.
• 😀 Filipinos are usually reserved, especially with strangers. They may take time to open up, so patience and a supportive environment are key to building rapport.
• 😀 Respect for authority is ingrained in Filipino culture. Employees may refer to superiors as 'Sir' or 'Ma'am' and may feel intimidated, so a comfortable, approachable leadership style is important.
• 😀 Filipinos tend to prefer familiar settings over riskier opportunities. They are often loyal workers and may resist changing jobs, even for higher pay.
• 😀 Cultural insecurities, such as a tendency to feel inferior to foreigners, are common among Filipinos. This is often a result of historical influences from colonization.
• 😀 English is widely spoken in the Philippines, and most online workers are proficient in it. However, fluency varies by job type—higher-level positions (like VAs and writers) require stronger English skills.
• 😀 Filipino online workers are highly motivated by the opportunity to work from home, as it saves them from long commutes and low-paying local jobs.
• 😀 Despite being eager learners, Filipino workers may struggle with efficiency early on. However, with proper training, they can become quick and effective contributors.
• 😀 The 'disappearing Filipino syndrome' occurs when workers suddenly stop responding or disappear due to their non-confrontational nature. Regular check-ins and open communication can help prevent this.
• 😀 Hiring Filipino workers can be a great decision for long-term relationships due to their strong work ethic, loyalty, and proficiency in English, especially if managed with clear communication and empathy.

Q & A

What are the common characteristics of Filipinos that employers should know before outsourcing?

Filipinos are generally friendly, hardworking, and honest, but they also tend to be non-confrontational, shy, and have a strong respect for authority. They value loyalty and stability in their work and prefer the familiar over taking risks.

How can non-confrontational behavior in Filipino workers impact communication?

Non-confrontational behavior can sometimes lead to passive-aggressive actions or workers not addressing issues directly. To overcome this, employers should encourage open communication and create an environment where employees feel comfortable sharing problems or concerns.

Why might Filipino workers appear shy or reserved in professional settings?

Filipinos are generally more reserved around strangers, especially in formal settings. Their shyness is often rooted in cultural norms and should not be mistaken for snobbery. With time, they are likely to open up as they become more comfortable with their employer.

What is the Filipino attitude toward authority in the workplace?

Filipinos tend to have a strong respect for authority, often addressing their superiors with titles like 'Sir' or 'Ma'am.' This respect for authority can sometimes border on fear, which might prevent them from speaking up about issues or challenges they face.

How do Filipino workers react to feedback or criticism?

Filipinos are eager to please and can be sensitive to criticism. Constructive feedback is essential, as they appreciate positive reinforcement. Employers should acknowledge good work and offer feedback in a way that motivates and encourages improvement.

Why do many Filipinos prefer stable, long-term employment over seeking higher-paying jobs?

Filipinos generally value job stability and loyalty. The fear of displacement and the comfort of staying in familiar positions outweigh the potential benefits of a higher-paying but uncertain job. This makes them ideal for long-term outsourcing roles.

How does the cultural history of the Philippines contribute to Filipino workers' attitudes toward work?

The Philippines' colonial history, particularly the Spanish and American influences, has shaped Filipino values, including a strong respect for hierarchy, the importance of family, and the desire to please authority figures. These cultural factors can impact their work behavior, both positively and negatively.

Are all Filipino workers fluent in English, and how does this impact outsourcing?

While 63.7% of Filipinos are fluent in English, the level of proficiency can vary. Those applying for online jobs typically have a good command of the language, especially for virtual assistant or writing roles. However, for jobs like graphic design or web development, perfect English may not be as crucial.

Are Filipino workers generally honest, and how does this affect outsourcing relationships?

Filipino workers are typically honest, especially those working in online roles. While the country faces challenges with corruption, online workers are generally motivated to maintain integrity, as their livelihood depends on maintaining a good reputation with employers.

What is the 'disappearing Filipino syndrome,' and how can employers address it?

The 'disappearing Filipino syndrome' refers to workers suddenly ceasing communication or disappearing without notice. This is often due to their non-confrontational nature and fear of admitting mistakes. Employers can address this by fostering open communication, encouraging transparency, and setting clear expectations for reporting issues.