Wanna Lead a Proactive Team? It Starts at the Top
Filipino remote teams get blamed for "just waiting for instructions." But is that really on them?
Too many foreign companies complain that their remote workers aren’t proactive, don’t take initiative, or don’t speak up. But let’s flip the script: when a team isn’t performing at its best, is the issue with the workers—or the leadership?
A few hard truths:
If your VA is unsure what to prioritize, you haven’t defined the role properly.
If they’re “just waiting for instructions,” you haven’t built a culture of trust and ownership.
If you’re frustrated with results, ask yourself: Have you actually trained them for success?
Remote work doesn’t mean hands-off management. Filipino talent thrives with structure, clear expectations, and strategic guidance. The companies that do this well get teams who own their work, make smart decisions, and drive real business results.
The Real Reasons Your Remote Team Isn’t Taking Initiative
Let’s break down some of the most common leadership mistakes that lead to “unproactive” teams—and how to fix them.
1. You Haven’t Defined Roles and Expectations Clearly
A vague job description leads to vague performance. Many businesses hire Filipino VAs expecting them to be a jack-of-all-trades without actually setting clear expectations on what success looks like. The result? Confusion, inefficiency, and unmet expectations.
Fix it:
✅ Give your remote team a proper job scope, key priorities, and success metrics—not just a vague list of tasks.
✅ Define clear KPIs so they know what’s expected of them.
✅ Set up an onboarding process to clarify responsibilities from Day 1.
2. You’re Micromanaging Instead of Empowering
Some leaders complain that their team isn’t proactive—but at the same time, they hover over every decision, making it impossible for their team to take ownership. If your team feels like every action needs approval, they’ll stop making decisions entirely.
Fix it:
✅ Create SOPs and frameworks that allow for autonomy within structure.
✅ Give your team the authority to make decisions within their role.
✅ Stop expecting people to “figure it out” with no guidance—empower them with clear processes and trust them to execute.
3. You Haven’t Built a Culture of Feedback and Growth
If your team doesn’t feel safe speaking up or offering solutions, they won’t. Many Filipino workers have worked with foreign clients who punish mistakes rather than coach improvement. Over time, this creates a culture of silence.
Fix it:
✅ Regularly ask for input and ideas. Your team will contribute if they know their voice matters.
✅ Provide constructive feedback—correct mistakes without shaming.
✅ Recognize and reward initiative. People do more of what gets appreciated.
4. You’re Paying for Task Execution, Not Strategic Thinking
If you’re only hiring for the lowest possible rate, you’re likely getting someone who’s focused on executing tasks—not someone trained to think critically and proactively. You get what you pay for.
Fix it:
✅ Invest in skilled professionals who bring expertise, not just cheap labor.
✅ Upskill your team if you want them to take on higher-level work.
✅ Offer fair compensation—people will go the extra mile when they feel valued.
5. You’re Expecting Initiative Without Leadership
Remote teams need leadership just as much as in-house teams do. If your team isn’t taking initiative, it’s often because they haven’t been shown how. Leadership isn’t about barking orders—it’s about setting direction, removing obstacles, and creating an environment where people can thrive.
Fix it:
✅ Lead by example—demonstrate problem-solving, ownership, and strategic thinking. ✅ Communicate a clear vision so your team understands the bigger picture.
✅ Check in regularly—not to micromanage, but to guide, support, and realign when necessary.
Your Team’s Performance Is a Reflection of Your Leadership
If your remote team isn’t working at the level you want, the first place to look isn’t the talent—it’s your leadership.
Filipino talent thrives when given clarity, trust, and support. The best teams are built through intentional leadership. When you set your team up for success, you don’t just get better results—you build a workforce that actively contributes to the growth of your business.
Are you leading your remote team for success—or setting them up for failure? Let’s talk. 👇
