Part of our guide: How to manage a remote team in the Philippines
Feedback is how a good assistant becomes a great one. These practices work well with remote assistants in the Philippines and, honestly, with most people. Part of our managing remote PH teams guide.
Why does feedback style matter across cultures?
Workplace norms vary. Many Filipino professionals value smooth relationships and respect for seniority, so they may hesitate to say "I don't understand" or to disagree with a manager directly. That's not a weakness; it means the manager should make questions safe. See our Filipino workplace culture guide. Avoid stereotypes: every person is different.
How do you make questions safe?
- Ask open questions: "What's the hardest part of this task?"
- Say explicitly that questions are expected and appreciated.
- Thank people for flagging problems early.
How should you correct a mistake?
Privately, promptly and specifically. Describe the outcome, the expected standard and the fix: "The invite went out without the agenda link. Please add it to the body of every external invite." Then update the SOP so it doesn't recur.
How should you praise good work?
Specifically and, where appropriate, in front of the team. Name the person and what they did.
What is a good feedback rhythm?
- Daily: quick notes in the check-in.
- Weekly: a 15-minute 1:1 using our 1:1 template.
- Monthly or quarterly: a structured review using our performance review template.
Want a dedicated assistant who already knows this playbook?
ExecWing places full-time, managed assistants from the Philippines with US leaders. Month-to-month, from $1,900/mo. See pricing or how it works.
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