A short clip (transcript) discussing cultural factors and practical techniques for motivating Filipino virtual assistants. Key claims: many Filipinos ‘live in the present’ and prioritize immediate needs, unexpected bonuses and public acknowledgement (e.g., employee of the month, gift certificates) effectively boost morale, and collectivist sharing amplifies the social impact of rewards. The clip closes with a brief promo for the Business Systems Accelerator program by David Jenyns.
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So what motivates your va? So, some things about Filipinos, and this is, I think one of the reasons what makes them so happy is they live in the now. And you guys might have heard that expression, you know, if. For. If you, if you're depressed, you're. You're thinking too much about the past, if you suffer anxiety, you're thinking about the future. And if you're happy, you're thinking about right now in this present moment. And Filipinos typically live in the present, and they. They think about their immediate needs. It's very much on that, on that Maslow's hierarchy of needs. They're very much on. On the bottom. And even our VAs, who are typically middle to upper class because of what we pay them, they're supporting so many people. School needs, food needs, taking care of the brother, buying rice. So they're really thinking about the immediate needs of today over. They're not really thinking about building wealth. So they appreciate unexpected bonuses is one of the things that motivates them. Acknowledgement, as I said before, really celebrate their achievements to build their morale. Morale and motivation. There's an expression here in Tagalog, it's called utang nala oob. And I think it translates to something like a debt of gratitude. And it means if you do something unexpected for somebody, then they owe you one and it's really valuable and they will. And whether. Whether they get to repay it with additional loyalty or just working harder for you, giving them unexpected something is. Is really great social support. When I give, you know, employee of the week, employee of the month or something, I tend to not give only something for that employee, but I might give her like a gift certificate so they can take their family out to dinner or they can. Whatever the event is that you. You give them an opportunity to show off and take their parents or their siblings and say, my boss is so great. He, you know, you do a massage, a couple of massage certificates so she can take it to the husband. And then the next month, the husband's like, well, where's the massage? Good certificate? We'll go on another one. And it really keeps them. Them motivated. So, you know, I find they. They really share. So, you know, we, in our company, we give lots of bonuses and everything, but we also encourage the clients to give direct bonuses. And sometimes I'll go into the office, there's, you know, 40 people sitting around, and they're all having pizza. And I'm like, who's paying for this? Well, what happened is one of the employees got a bonus from their client and they blow the whole lot on providing lunch for the rest of their workmates because they're very into sharing. It's that collectivism culture of sharing within their within their workspace.
I hope you enjoyed that clip. Just a heads up if you it was a snippet taken from the Business Systems Accelerator program, which is the world's first training for systems champions to help you build a systems driven organization. If you'd like to find out more about the program, head over to systemology.com BSA and I'll see you in the next video.
