COLLECTIVISM
Valuing team achievements, rather than individual accomplishments, is essential for positive and collaborative work culture for Filipinos.
Filipino culture is known for its politeness and hospitality, and this is reflected in the workplace.
The business process outsourcing (BPO) industry in the Philippines has grown rapidly in recent years, and many Australian companies have turned to Filipino staff to work as accountants, financial planners, mortgage brokers, and other similar professionals for their Australian firms.
Profitmaster Global Outsourcing is an Australian owned company specialising in providing offshore and outsourced business services to the Australian professional services sector. While our business culture is focused on Australian business, our staff are a diverse range of individual professionals from provinces throughout the Philippines.
To build a successful working relationship with Filipino staff, it is essential for Australians to have some understanding of Philippines culture. In this e-book, we explore the main cultural attributes that Australian firms should consider when engaging with Filipino staff.
Richard Croaker Chartered Accountant Founder, Profitmaster Global Outsourcing
Filipino culture is characterized by collectivism, which means that individuals prioritize the needs of the group over their own individual needs. This cultural attribute is reflected in the workplace, where Filipino staff value teamwork and collaboration. Australian companies should take this into account and encourage team-building activities to foster a sense of camaraderie among the staff. Moreover, it is important for Australian firms to recognize the achievements of the team as a whole rather than individuals, as this is a key motivator for Filipino staff.
Filipino culture places a strong emphasis on respect for authority, particularly elders and those in positions of power. In the workplace, this translates to a high degree of deference towards superiors. Australian firms should be aware of this and ensure that their management style is respectful and authoritative. However, this does not mean that Australian companies should adopt a strict hierarchical structure, as this may stifle creativity and initiative among Filipino staff.
Filipino culture is known for its politeness and hospitality, and this is reflected in the workplace. Filipino staff are often warm and friendly towards colleagues and clients, which can help to build strong relationships with Australian clients. However, Australian companies should be aware that this politeness can sometimes be misconstrued as agreement, even when the staff may have reservations or concerns. Therefore, it is essential for Australian firms to encourage open communication and feedback from their Filipino staff.
Filipino culture places a high value on family ties, and this is reflected in the workplace. Filipino staff often prioritize their family obligations over work commitments, and it is common for them to take time off work to attend family events. Australian firms should be aware of this and be flexible in their approach to work schedules. Moreover, Australian companies should encourage work-life balance and offer benefits such as family leave to support their Filipino staff.
Filipino culture places a strong emphasis on indirect communication, particularly when it comes to delivering bad news or criticism. Filipino staff may use euphemisms or polite language to avoid causing offense or losing face. Australian companies should be aware of this and ensure that they are clear and direct in their communication, particularly when it comes to giving feedback or addressing performance issues. Moreover, Australian firms should encourage their Filipino staff to speak up and express their opinions openly and honestly.
Filipino culture places a strong emphasis on face-saving, which means that individuals strive to avoid causing embarrassment or humiliation to themselves or others. This cultural attribute is reflected in the workplace, where Filipino staff may be hesitant to ask for help or admit to making a mistake. Australian companies should be aware of this and encourage their Filipino staff to seek help when needed and to admit to their mistakes. Moreover, Australian firms should ensure that they provide a supportive and non-judgmental environment to foster a culture of continuous learning and improvement.
In addition to the cultural attributes discussed above, there are a few other important factors that Australian companies should consider when engaging with Filipino staff in BPOs.
While many Filipino staff are proficient in English, there may still be some language barriers that Australian firms need to consider. This could include differences in pronunciation, vocabulary, and colloquialisms. Australian companies should be patient and understanding when communicating with their Filipino staff and be willing to clarify any misunderstandings.
The Philippines is located in a different time zone than Australia, which can present some challenges for Australian firms when scheduling meetings and communicating with their Filipino staff. Australian companies should be flexible in their approach to work schedules and consider adapting their working hours to accommodate the time difference.
The quality of technology and infrastructure in the Philippines can vary, particularly in more rural areas. Australian companies should ensure that their Filipino staff have access to reliable technology and infrastructure, including high-speed internet, up-to-date software, and modern office equipment.
Responsible BPOs such as Profitmaster need to strictly comply with the Philippines employment laws and regulations. This includes ensuring that our Filipino staff are paid fairly, have access to benefits such as healthcare and superannuation, and are working in safe and healthy environments.
Australian firms should consider a time investment in cultural sensitivity awareness for their management and staff to help them understand and appreciate the cultural differences and similarities between themselves and their Filipino colleagues. By doing so, Australian firms can enhance their cross-cultural communication and build stronger relationships with their Filipino staff, which can lead to increased productivity, employee retention, and profitability.
Finally, it is important for Australian companies to recognize that engaging with Filipino staff is not just a matter of understanding their cultural attributes, but also of respecting their rights and dignity as fellow work colleagues. Australian companies should ensure that their Filipino staff are treated fairly and with respect, and that their working conditions are in line with Australian workplace standards.
Engaging Filipino staff with Profitmaster Global Outsourcing can be an extremely beneficial and rewarding experience for Australian professional firms. Your decision requires careful consideration of the cultural attributes, language barriers, time differences, technology and infrastructure, and legal and regulatory compliance. By embracing the cultural differences and similarities between Australians and their Filipino colleagues, professional firms can build strong and productive working relationships that benefit both parties. Ultimately, by investing in their Filipino staff, Australian companies gain a competitive edge in the global marketplace to achieve long-term success.
