Cultural differences: intelligent business owners also needs some tutoring

How do you manage cultural differences when outsourcing?

You manage cultural differences by learning local work norms, communicating clearly, and giving honest feedback with respect for each team’s customs.

• Learn the basic dos and don’ts of your team’s culture.
• Communicate often, clearly, and in a respectful tone.
• Share feedback in private to protect dignity and trust.

Businesses of every size and industry can gain a lot from outsourcing. Arguably, the biggest gain is freeing up time and manpower. So your in-house staff can focus on work that grows the business. This alone is a strong reason to look into this trusted strategy. You can read more in our guide to the main benefits of outsourcing.

However, outsourcing has its downsides too. For example, working with an outsourced team takes some adjustment. Your in-house staff may need to work closely with people from a different culture. No matter how culturally aware owners feel, they still need to plan for cultural differences. Only then can they truly gain from the outsourcing effort. In this article, we look at the cultural differences you may meet when outsourcing to the Philippines, and how to handle them.

Filipinos want a rigid and structured office environment.

Filipinos tend to thrive in an office with a clear, ordered structure. This covers the org chart as well as the rules and procedures. A flat or open-office setup is popular elsewhere. Still, many Filipinos prefer more structure. In fact, they like the details of the job laid out for them.

So it helps to make these things clear: who their superiors are, what the job involves, and what is expected of them. They also value a clear view of where the company is headed. Above all, they want to know how to grow in their career.

This structure may feel confining to some. However, it is often seen the other way around in the Philippines. Laying out this information early signals that the business knows what it is doing. It also signals that the firm is stable enough to keep staff long-term. As a result, many Filipinos welcome frequent formal reviews and tips to improve their key metrics. So use these reviews to motivate them and to coach staff who may be struggling.

Filipinos see the office as a second home and their coworkers as a second family.

One lasting Filipino trait is a strong sense of family loyalty and respect. This sense applies to blood ties and to work relations alike. Often, they view close coworkers as part of an extended family. In a business setting, the effect is clear. For one, you can expect strong loyalty to you and to their peers.

They also see their job as a personal duty, not just a paycheck. So they care about the company’s wins and its challenges. This is why many firms build long, stable teams through offshore staffing.

There are downsides, however. Staff may take work incidents more personally. For example, public criticism can feel like a deep slight to their character. Berating them in public can shame them in front of their work family. As a result, they may lose face and dignity.

So if you must criticize or single someone out, do it behind closed doors. When addressed in private, staff usually take the feedback well. In fact, they often work hard to make up for any perceived failings.

Filipinos value other aspects of the job more than just the paycheck.

Most Filipinos work not just for themselves, but to support families. So it is wrong to think money does not matter to them. Still, they value certain parts of the job above the figure on their payslip.

A comfortable workplace goes a long way

For example, they work better in a more comfortable space. A climate-controlled office is a real plus, since the weather can get hot and humid. A pantry with a fridge and microwave helps too. Many Filipinos pack their own lunch to save time and money. They also enjoy chances to bond with coworkers. So events like outings or a monthly team dinner can keep staff motivated.

The option to take sick and emergency leave is a valued benefit as well. Staff may take emergency leave if a family member falls ill. Sure, this can affect deadlines. However, your team will usually pick up the slack. The person on leave often works double-time once they return. They may even ask to work from home to keep contributing. A clear remote team management plan makes this easier.

Finally, a relaxed office helps staff stay with the company longer. This does not mean you should be lax as an employer. It just means you should keep the office free of toxicity, fear, and pressure. Most staff are fine with tight deadlines if they are not micromanaged. They accept criticism well if they are not shamed in public. They can also take on long hours now and then. However, they need to feel that their hard work is seen, valued, and rewarded.

How to easily overcome cultural differences

Owners who are new to outsourcing will need to learn a few things. It helps to note that everyone has a different personality. So each person may read office policies in their own way. In general, you can provide a comfortable, work-friendly space by following these best practices. Flexible models like staff leasing can also help you set clear terms from the start.

• Communicate as often and as clearly as you can. Always aim to be clear and detailed with your outsourced staff. Regular communication encourages staff to speak up and ask for clarity. So you stay on the same page and cut guesswork, confusion, and heavy revisions.
• Look into their cultural dos and don’ts. With any outsourced team, learn about their culture first. A brief search can help you avoid common faux pas. Over time, try to immerse yourself in their culture as best you can.

• Share honest feedback responsibly. Some cultures, especially in Asia, are careful with language in public. Being blunt may read as bold and honest in the West. In the East, it can come off as brash or thoughtless. So when you share feedback, be honest and direct, yet respectful. If someone needs singling out, do it in private. Frequent feedback also cuts confusion between you and your team.
• Be sensitive. Filipinos have a long list of holidays each year. Maybe you cannot reduce work during these times. If so, use incentives to motivate staff to come in. Being aware of such cultural quirks pays off in revenue and loyalty.

Conclusion

Taking another country’s culture into account can take some work. Still, it goes a long way toward a better work relationship. It also helps you get the most from your outsourced staff. We at Outsource Accelerator can help you here, and at every step of matching your company with the right firm. So contact us now and ask about our affordable advisory programs to get up to speed.

Frequently asked questions about cultural differences in outsourcing

Why do cultural differences matter in outsourcing?

Cultural differences shape how teams communicate and work. When ignored, they can cause confusion and friction. So learning them early builds trust and smoother results.

How should I give feedback to a Filipino team?

Give feedback in a clear and respectful way. Praise in public, but correct in private. So you protect dignity and keep the person motivated.

What work benefits do Filipino staff value most?

Many value a comfortable, supportive workplace highly. Team bonding, fair leave, and recognition matter a lot. So these often weigh as much as the paycheck.

How can I prepare my in-house team for cultural differences?

Brief them on the basic dos and don’ts first. Encourage open, regular communication across both teams. Over time, help them learn more about the culture they work with.

Does managing cultural differences take a lot of effort?

It takes some effort at the start. However, the payoff is strong loyalty and productivity. So the early work is well worth it.