Mae Belle Of The Party

I want to talk about something that people never seem to take seriously enough when they start hiring Filipino virtual assistants: your job post matters — a lot.

I learned this the hard way.

When I first posted jobs on OnlineJobs.ph, I thought “I’ll just throw down a title, list a few tasks, add a lowball salary, and boom — applicants.”

Boy… I was wrong.

What happened next were crickets. Or worse — completely unqualified applicants.

It wasn’t just disappointing — it cost me time, frustration, and honestly, about a month of lost productivity while I tried to figure out what the heck was going on.

Eventually I figured it out. Once I started writing job posts that actually spoke to real talented professionals — not just a generic “VA needed” fantasy — the applications started rolling in. And the quality? Night and day.

So here’s what I learned (the practical stuff, not just theory), from someone who went from zero applicants to multiple hires through OnlineJobs.ph.

Why Some Job Posts Don’t Get Applicants

Let’s start with the bad news: most job posts fail — not because the talent doesn’t exist, but because employers write them like… well… job posts that nobody wants to respond to.

Here’s what I used to do wrong:

✖️ 1. Vague Titles

“Virtual Assistant Needed” “Remote Help Wanted”

These are generic and don’t tell the applicant what kind of VA you’re actually looking for.

Would you apply to something like “Assistant Needed”? Or would you pick something like:

✔️ “Ecommerce VA for Shopify + Customer Support (Remote)” ✔️ “Finance Data Entry VA — Long-term Position, Well-Paid”

The second set tells people exactly what you want. And guess what? That’s the first filter that decides whether someone even clicks the post.

✖️ 2. A List of Tasks Without Context

A bad job post looks like:

“Will do scheduling, email support, research, and data entry.”

That’s it.

No context. No sense of what the VA will actually contribute to your business. No hint of growth opportunities. No personality.

People read that and think: “This could be any job… why should it be mine?”

A good job post, on the other hand, feels like an invitation:

“You’ll manage our weekly content calendar, coordinate with clients for deliverables, and help improve workflows so we can focus on strategy.”

That sounds like a role someone can wrap their head around.

✖️ 3. Salary Is Too Low (Or Hidden Entirely)

This was my biggest mistake early on. I used to under-estimate how much Filipino VAs actually value their time and skills.

Why am I surprised? Because Philippine cost of living is cheaper than the U.S., right? So naturally they should work for peanuts?

No.

Not if you want quality.

Talented VAs know their worth. They read job posts all day. They know when a rate is insulting vs. reasonable. They know what their skills are worth locally — and they know when an offer is undervaluing them.

If you want deeper insight into this, this guide on Filipino virtual assistants salary expectations breaks it down really well.

What Makes a Job Post Actually Work

Here’s the good part — once you know what works, it becomes repeatable.

These are the elements that turned my “zero applicants” posts into the ones that brought me long-term VAs I still work with today.

✔️ 1. Clear, Specific Titles

Instead of “Virtual Assistant,” I started posting titles like:

Ecommerce Support VA (Shopify + Email + Chat)

Executive Assistant for Content Planning & Scheduling

Operations Coordinator for Scaling Agency Projects

These tell an applicant what the job actually involves — not just that you need help.

✔️ 2. A Real Description That Respects Their Intelligence

A great job post reads like a conversation — not a bullet list of chores.

Good descriptions explain:

What the VA will be responsible for

How this role impacts your business

Who they will work with

What skills or tools they will need

What success looks like after 30/60/90 days

A job post that feels like someone actually thought about the role attracts better candidates.

One tactic I use is writing this section like a pitch — as if I’m recruiting a friend into the role. That little mindset shift changes every sentence.

✔️ 3. Transparent Salary (With a Fair Range)

This is huge.

If you want the best talent, you don’t lowball.

Here’s what ended up working for me:

I included a salary range (e.g., $600–$900/month)

I explained that I value clarity and fairness

I mentioned that this is subject to experience and output

That transparency doubled my applicant quality overnight.

Putting salary up front respects both your time and theirs.

✔️ 4. Requirements That Are Realistic — Not Astronomical

If you list 8 years of experience + 10 tools + MBA + unicorn skills… you’re going to scare people off.

Instead, I list:

Essential skills

Nice-to-have experience

What training I’m willing to provide

That way, candidates don’t self-eliminate themselves before you even see them.

✔️ 5. Something Warm, Human, and Inviting

Here’s a sample line I always include in my job posts:

“We are a growing remote team that values thoughtful communication, structured workflows, and people who care about doing work they’re proud of.”

It doesn’t have to be poetic — just human. That little bit of warmth gets more replies than a sterile “duties include… send resume to…”

A Sample Job Post That Actually Works

Here’s one I posted that got 9 high-quality applicants in 48 hours:

Title: Ecommerce VA – Shopify Support & Fulfillment (Remote, Long-Term)

Description: We’re a small but growing ecommerce brand that needs an organized, responsive virtual assistant to help with:

Daily Shopify order processing

Customer support tickets (email + chat)

Inventory coordination with suppliers

Weekly sales reporting (simple dashboards)

You will work directly with me and our fulfillment team, and you’ll have the autonomy to improve processes as you grow into the role.

Requirements: ✔️ Excellent English communication ✔️ Shopify experience (or willingness to learn) ✔️ Google Sheets reporting skills ✔️ Positive, detail-oriented work style

Salary: 💰 $800–$900/month depending on experience

We value transparency and long-term collaboration. If you thrive in remote environments and care about quality work, we’d love to hear from you.

That one post changed everything for me.

I started getting applications from people who were not just qualified — but excited about the role.

And that excitement matters. A lot.

Why Salary Matters — More Than You Think

Let’s be real: everyone wants cost-effective help. That’s part of the appeal of offshore VAs.

But I learned the hard way that paying too low traps you in a cycle of bad hires.

I tried that. It led to flaky applicants. It led to people ghosting me mid-project. It led to churn. It led to starting over more than once.

You don’t pay more because you want to spend more — you pay more because that’s how you attract people who stay, care, and produce excellent work.

This is why your job post should honestly reflect the value you place on the role. Trust me — a fair salary gets more respectful, more qualified, and more serious applicants.

And once you’ve paid a fair rate, your ROI becomes obvious: less turnover, higher quality, more initiative, fewer mistakes, and overall less stress.

What I Learned From Employers Who Recruit Great Talent

Here are a few things I picked up — both from trial and error, and by paying attention to patterns among successful hires:

💡 Great applicants read between the lines

They’re not just skimming; they’re assessing whether you actually value them as contributors.

If your post sounds like “do chores for cheap,” they’ll treat it like chores.

If your post says “we’re building something we care about,” they’ll respond like teammates.

💡 Clarity beats cleverness every time

Vague descriptions lose every time to detailed expectations. Help them visualize the job, and they’ll imagine themselves in it.

💡 Respectfulness matters

Settling on low rates because “it saves money” ultimately costs you in turnover and mediocre output. Be fair — and you’ll get fairness back.

Final Thoughts (The TL;DR of What Actually Works)

Here’s the simple truth:

✅ Good titles attract clicks ✅ Clear, specific descriptions attract applicants ✅ Transparent, fair salaries attract quality applicants ✅ Realistic requirements attract real candidates ✅ Human language gets better responses

If you want to go deeper on why your job post might not be getting traction, check out this piece on why the best Filipino VAs aren’t applying to your job post. And if you’re unsure what a fair rate looks like for Filipino VAs, this salary guide breaks down expectations so you’re not guessing.

Hiring great talent isn’t a mystery — it’s just about respecting the process and respecting the people doing the work.

Christmas in the Philippines isn’t just another holiday — it’s a season. For many Filipinos, the holiday spirit starts as early as September and stretches into January, making it one of the longest and most meaningful celebrations in the world. Filipinos are predominantly Catholic, and family and faith are central to the season. Icons like parols (star lanterns) adorn homes and streets, while traditions like Simbang Gabi (nine dawn or evening masses) bring communities together in anticipation of Christmas Day. 

This cultural backdrop matters deeply if you have a Virtual Assistant (VA) from the Philippines. Unlike in many Western workplaces where Christmas is a short break, Filipino workers often plan extended time off — not just for one day, but to celebrate with family and participate in local traditions. They may travel long distances to be home with loved ones, gather for Noche Buena feasts on Christmas Eve, exchange gifts, and attend religious services.  I’ve learned a lot about this over the years by following John Jonas, who often shares practical insights about working with Filipino VAs. One thing he talks about often is how Christmas in the Philippines isn’t just a day off — it’s a full season centered around family. Because I was already aware of this going in, there were no surprises — just better planning and clearer expectations on both sides.

This reality can feel challenging for employers, especially those in fast-paced businesses like e-commerce, customer support, logistics, or other industries that don’t stop for the holidays.

Here are practical tips you can use to manage expectations while respecting your VA’s culture.

1. Plan a Holiday Calendar Early

Create and share a holiday/leave calendar well before December. Mark public holidays (like Christmas Day and New Year’s Day) — but also leave windows that are off-limits for vacations if business needs require coverage. This helps your Filipino team plan their time and lets you plan for coverage. 

2. Discuss Expectations Early

A frank conversation goes a long way. Ask your VA how they usually celebrate the holidays and when they would like to be off. Understanding their personal plans — for travel, family gatherings, or traditional events like Simbang Gabi — lets you prepare staffing and deadlines accordingly. 

3. Offer Flexible Hours or Split Shifts

Some businesses — like call centers — use split shifts during the holidays. For example, team members work four-hour shifts instead of eight, ensuring someone is always available while still allowing them time with family. 

4. Rotate Coverage

If your team is larger than one person, rotate who covers Christmas Eve, Christmas Day, New Year’s Eve, and New Year’s. This spreads out the responsibility and fairness of being on duty during meaningful family time. 

5. Set Up On-Call Roles

For roles that aren’t customer-facing — like developers or system admins — designate on-call responsibilities. They may not be actively working projects, but they check in occasionally to make sure everything is running smoothly. 

6. Recognize Holiday Pay and Legal Obligations

In the Philippines, certain days like Christmas Day and Rizal Day are regular holidays, meaning employees are entitled to holiday pay even if they don’t work. If they do work, they’re entitled to premium or overtime pay based on local law.  Keep these regulations in mind if you’re employing someone as a formal contractor rather than as a contractor via a platform.

7. Encourage Communication With Family

Okay…so I’ve been using OnlineJobs.ph forever — like, YEARS. I’ve built teams, hired VAs, got quality freelancers for everything from admin help to social media management, and honestly? It’s one of my favorite places to hire directlywithout middlemen, agencies, or ridiculous markup fees. You post a job, browse Filipino talent, and you talk to them directly. Simple.

But just when I thought hiring couldn’t get any easier…OMG.

🚀 AI Matching? “Tell Me Who To Hire!”

So I clicked around the site (as usual), and I stumbled onto this new feature called “Tell Me Who To Hire!” — basically AI matching built right into your job posting experience on OnlineJobs.ph. It’s wild. You don’t just post a job and hopethe right people apply…you let AI analyze your applicants and tell you exactly who you should interview first. 

Here’s what it does (and why I was straight up impressed):

It looks at each applicant’s skills and experience

It considers their behavior and how well they followed your instructions

It even looks at personality fit and who’s likely to stick with you long-term

And then it filters out the ones that are unqualified or likely trouble 😅

Basically — no more slogging through 50 identical applications going “Hmm…are these good or nah?” 

Match Smarter, Not Harder

I’ve always loved how OnlineJobs.ph lets you cut out the middleman — no agencies, no expensive service fees, no recruiter markup nonsense. It’s you, the talent, and direct communication. Total control. Total freedom.

But let’s be real — as your team grows, scanning through dozens (or hundreds 😬) of applications takes forever. AI matching feels like someone saying:

“Hey, here’s the shortlist. These people are the ones you actually want to talk to.”

And honestly…that’s kind of a game-changer.

Is This Actually Helpful?

I mean, I’m curious:

Do you think AI can actually pick better candidates than we humans can? 🤔

Have you tried this feature yet — and did it surprise you?

Does that feel like too much automation…or the perfect amount to save time?

I know hiring is personal (you want culture fit, values, communication vibes), but imagine if you could spend less time screening and more time interviewing the people who actually matter.

💭 Final Thoughts — Worth a Try?

Honestly, whether you’re hiring your first VA or building your tenth team member, this AI matching tool feels like discovering hidden treasure on a platform you thought you already knew well.

So yeah — I still love the idea of direct hiring (no agencies!! 🙌). But I’m genuinely curious about how AI is starting to help us actually hire better, faster, and with confidence. For real — feels like a fresh way to tackle that inbox full of applicants. tp.onlinejobs.ph

When I look back at how my business grew over the past years, one turning point stands out: the day I hired my first Filipino VA on OnlineJobs.ph.

I didn’t hire because I wanted someone “affordable.” I hired because I needed someone reliable, skilled, and invested — someone who could help carry the load so I could stop drowning in admin and actually run my business with purpose.

And that’s exactly what I found. Not a “budget helper.” Not someone doing tasks mechanically. But a real partner.

Let me share the story.

Meet “Avery,” the VA Who Quietly Changed My Entire Workflow

When I posted my first job, I listed everything I needed help with:

inbox clean-up

social media scheduling

basic content formatting

light client communication

weekly reports

I wasn’t looking for “cheap labor.” I was looking for someone I could trust.

“Avery” applied with a clean portfolio and a tone that felt professional but warm. We did a short interview, a quick test task, and within a week, she officially became part of my team.

Here’s the part many people don’t talk about: I didn’t offer her one of those ₱20k–₱25k outdated “beginner rates.”

She was clearly mid-level — confident English, strong grasp of tools, solid background — so I paid her ₱45,000. And honestly? It was more than fair — for both of us.

Because what I received wasn’t “just support.” I got consistency. I got follow-through. I got peace of mind.

And you can’t put a price on that.

Why the “Real Cost of Hiring Remote Workers” Isn’t About Cheap Labor

A lot of people misunderstand what makes hiring Filipino VAs attractive to global employers. It’s not because workers are “cheap.”

It’s because:

1. Talent is strong and globally competitive.

Filipino VAs today aren’t just doing admin tasks. Many are experts in:

content management

video editing

social media strategy

bookkeeping

customer support

automation

marketing funnels

The ₱80k–₱120k specialists earn that amount because they deserve it.

2. You get direct access without agency markups.

The value comes from hiring directly, not paying a third-party agency with a 200% markup. In my case, I used OLJ to hire my VAs and what I like about it is that I get transparency, not inflated pricing.

3. Cost of doing business varies by geography — not talent quality.

Filipino VAs earn a strong, competitive income relative to the Philippine economy. At the same time, employers get professional support at a sustainable cost. It’s a win-win — not exploitation. Not lowballing.

What I Didn’t Expect: Her Initiative Was Worth More Than Whatever I Paid

About two months into working together, Avery sent me a message I’ll never forget:

“Hey, I adjusted your content calendar to match your audience’s high-engagement days. Hope it’s okay!”

It wasn’t just okay — it increased my engagement by almost 40%.

That’s when I realized the real value of working with her wasn’t just the tasks. It was the initiative. The ownership. The sense of responsibility you usually only see in employees sitting physically in your office — except she was working from a small desk in Davao.

And yes, this is the part where I became a believer in the OnlineJobs.ph philosophy: When you hire right — fairly, respectfully, and intentionally — you don’t get a “virtual assistant.” You get a teammate.

Let’s Address the Elephant in the Room: Paying Fair Rates

Some employers still think ₱20k is “standard.” But that era is long gone. Today’s Filipino remote workers know their worth — and they should.

Here’s what I now understand after hiring multiple VAs:

mid-range talents will confidently ask ₱40k–₱60k

specialists charge ₱80k–₱120k+

senior experts? They might ask ₱150k+, and many are worth every peso

The market isn’t cheap. The market is fair — and globally competitive.

So when I read the OnlineJobs.ph article breaking down the real cost of hiring remote workers, it clicked with my real-life experience. The article doesn’t say “hire low.” It says “hire smart and pay fairly.”

And I think that’s where everything aligns.

What I Learned as an Employer (That I Wish I Knew Sooner)

1. Pay people based on skill — not stereotypes.

Filipinos are not “cheap workers.” They’re skilled professionals who are often underpriced by old employer mindsets.

2. Transparent expectations lead to long-term relationships.

A clear contract is always better than vague promises.

3. A good VA is not an expense — they’re leverage.

Avery freed up 20+ hours of my week. One month of her work already covered her cost.

4. Don’t micromanage.

I learned this the hard way. Give your VA room to breathe — and they’ll surprise you.

Final Thoughts: The Human Part Matters the Most

Hiring a Filipino VA didn’t just help my business. It made my work lighter. My days calmer. My mind clearer.

And maybe that’s why so many employers keep coming back to the Philippines — not because it’s “cheap,” but because the partnership makes sense on every level: financially, culturally, and personally.

So if you’re planning to hire remotely, learn about the real cost of hiring remote workers — not just in terms of salary, but in value, fairness, and long-term potential.

For the longest time, I hired people based purely on what they could do. If a résumé was packed, if the portfolio looked impressive, if the technical test was spotless—I was sold. I assumed that skill automatically meant success.

But after a few years of trial and error (and yes, a few expensive mistakes), I learned something I wish I understood earlier: the person behind the skill matters just as much.

There’s this idea that personality matters just as much as skills when hiring remotely—and I didn’t fully get that until I experienced it myself.

When the Perfect Résumé Didn’t Equal a Perfect Fit

One of my most “qualified” hires ever was also one of the hardest to work with. Everything looked great on paper. Their skills were top-tier. They could do every technical task with almost no revisions.

But the working relationship felt… off.

They rarely communicated. They didn’t clarify instructions. They followed tasks mechanically, even when something clearly needed adjustment. There was no initiative or sense of ownership.

It wasn’t bad work—it just wasn’t a partnership. And I didn’t realize how important that was until I felt the lack of it.

Hiring for Personality Changed Everything

Eventually, I decided to shift my approach. Instead of hiring the most “impressive” candidate, I hired someone who felt easy to talk to—curious, warm, proactive.

The difference was night and day.

She didn’t have the most stacked résumé. She wasn’t the most experienced applicant. But she fit.

She communicated. She cared. She understood context. She asked the right questions.

And because her personality aligned with how I work, she learned new skills incredibly fast. It was the first time I truly felt what it meant to “grow with” someone in a remote setup.

And it reinforced something I now swear by: Skills can be taught. Personality can’t.

Personality Traits I Now Value More Than Technical Ability

1. Communication that feels natural

Not constant messages—just clear updates and thoughtful questions. Silence is the real problem, not “too much talking.”

2. Curiosity that leads to better work

I love when someone asks “What’s the goal behind this?” Those are the people who help improve your systems, not just complete tasks.

3. Initiative instead of waiting for permission

The best VA (or Online Filipino Specialist as what others call them) I’ve hired are the ones who say, “I noticed this issue—want me to fix it?” That type of awareness is priceless.

4. Reliability you don’t need to chase

You can’t train someone to care about deadlines or consistency. That’s a personality thing.

5. Emotional compatibility

Work style matters. Do you like fast updates? Structured reporting? A little creativity? A lot of independence? Compatibility makes the workflow feel lighter, smoother, and less draining.

The Biggest Lesson I’ve Learned in Remote Hiring

There’s a huge difference between hiring someone who can technically do the job and hiring someone who can grow with you.

Skills check boxes. Personality builds trust.

Skills complete tasks. Personality strengthens the working relationship.

Skills help today. Personality makes everything sustainable long-term.

And once you’ve experienced the difference, you’ll never go back to hiring on technical ability alone.

Final Thought

If you’re looking for an OFS or a VA, here’s what I’d tell you as someone who’s learned this the long way: Pay attention to the person, not just the résumé.

Look for someone who makes things easier. Look for someone who communicates. Look for someone who shows initiative. Look for someone whose energy feels steady, reliable, and aligned with yours.

Online Filipino Specialist, Virtual Assistant, Remote Team Assistant... whatever you call them, if you’re already thinking about hiring one, you're making a smart move. An OFS (that's what I prefer calling them because they're more than just a virtual assistant, and I'm only hiring Filipinos 😉) can bring so much to your business—from improving efficiency to giving you the freedom to focus on big-picture tasks. But the key to getting the most out of your remote hire lies in finding someone with the right skills. 

After working with several OFS over the years, I’ve learned a thing or two about what to look for when hiring remote talent. So here’s my personal guide on the top skills I always prioritize.

1. Strong Communication Skills

Like I always say—communication is everything. When you're working with someone remotely, it’s critical that they can communicate clearly and effectively. Whether it’s through email, messaging platforms, or video calls, being able to express their ideas and understand your needs is essential. I always look for someone who’s comfortable with regular updates (not necessarily daily meetings, even a quick "daily tasks recap" would suffice) and asks questions when they need clarification. Great communication helps avoid misunderstandings and keeps projects on track.

2. Proactivity and Initiative

One of the denominators I’ve noticed with my best OFS hires is their ability to take initiative. You want someone who doesn’t just wait around for instructions but actively looks for ways to contribute. I love it when an OFS spots an issue or improvement opportunity and brings it to my attention before I even realize it myself. This kind of proactive attitude is worth its weight in gold because it saves time and shows that they’re invested in the success of your business.

3. Time Management and Organization

When you’re hiring remote talent, you won’t always be able to “check-in” as you would with an in-house employee. That’s why time management and organizational skills are a must. A great OFS should be able to prioritize tasks, meet deadlines, and keep everything in order without constant supervision. I like to ask about how they manage their workday or what tools they use to stay organized—these can be clear indicators of their ability to handle workloads efficiently.

4. Technical Proficiency

Depending on the specific role you’re hiring for, you’ll need to ensure that your OFS has the right technical skills to get the job done. Whether it’s social media management, graphic design, or customer support, make sure they have hands-on experience with the platforms, software, or tools you use. I usually check their portfolio or ask them to complete a small test project to see their skills in action. It’s one thing to say you’re an expert in Canva or Facebook Ads Manager; it’s another to demonstrate it.

5. Adaptability

The digital landscape changes fast, and your OFS should be able to keep up. I look for someone who’s open to learning new skills and technologies because you never know when your business might need to pivot or scale. A great OFS is flexible, willing to take on new challenges, and eager to grow with your business. During interviews, I often ask about how they’ve adapted to changes in past roles or how they stay updated on industry trends.

6. Problem-Solving Abilities

Let’s face it—problems will arise, especially when working remotely. A good OFS should be able to think critically and solve issues independently, whether it’s a tech glitch, a client query, or figuring out how to juggle multiple projects. When I’m hiring, I usually present a hypothetical problem and ask how they would approach it. This gives me insight into their thought process and how they handle challenges on the job.

7. Cultural Fit and Work Ethic

Skills are important, but they aren’t everything. You want to hire someone who fits well with your company’s culture and shares your values. For me, this means finding someone with a strong work ethic, who’s reliable and committed to the role. Since I’m often working with OFS long-term, I also look for someone who aligns with my team’s energy and communication style. I like to have a candid conversation about work expectations and goals to ensure that we’re on the same page.

8. Attention to Detail

Attention to detail is often the difference between an OK hire and a great one. You don’t want to waste time fixing small mistakes or following up on missed instructions. I always look for OFS who show that they’ve thoroughly read my job post and follow instructions well. If someone can spot the small stuff from the get-go, they’re likely to be a more dependable hire in the long run.

What's on your hiring checklist? 

Finding the right Online Filipino Specialist for your business doesn’t have to be hard. If you don't have a concrete list of skills yet, start with mine—communication, initiative, time management, technical proficiency, adaptability, problem-solving, cultural fit, and attention to detail— and you’ll be well on your way to building a strong, reliable remote team. 

When I first started my social media marketing agency years ago, I knew I needed help. But hiring a full-time in-house team? Yeah, not in the budget. That’s when I started looking into hiring a remote team, and let me tell you— OnlineJobs.ph was a game-changer. I spent hours rummaging through their blogs and watching videos, learning everything I could about managing a virtual team. Now, a few years in, I’ve built a solid, loyal crew of talented VAs (or Online Filipino Specialist [OFS] as what they call them) from the Philippines. Years later and I can confidently say, I wouldn't have it any other way.

So, how do you cultivate loyalty when your team is spread across different time zones, and you can’t exactly bond over coffee breaks? Here’s what worked for me:

Build Trust from the Start When you’re hiring remotely, trust is everything. I made it a point to really get to know my team members, not just as employees, but as people. Early on in the hiring process, I make sure to ask them a LOT of questions to learn about not just their work-related experience but also their life and how their day looks like. Once they're hired, we do regular one-on-one check-ins. We talk about work, their goals, even their hobbies. It’s all about showing that you genuinely care—not just about the tasks they complete, but about them as individuals. When your team feels seen and valued, loyalty naturally follows.

Be Transparent and Clear One of the biggest hurdles in remote work is communication. Early on, I learned that being vague can cause so many problems down the line. Now, I try to be as clear as possible when assigning tasks, outlining deadlines, and giving feedback. And it’s not just about the work—I’m also transparent about the bigger picture. I share updates on the company, where we’re heading, and how they play a vital role in our success. This makes everyone feel like they’re part of something bigger.

Celebrate Wins, Big and Small Remote work can feel isolating at times, so I make it a point to celebrate everything. Whether it’s a successful campaign launch or just a team member handling a tough client like a pro, I shout them out. I’ll send a quick message, hop on a call, or even give small bonuses to show appreciation. A little recognition goes a long way in building loyalty.

Give Them Room to Grow One of the things I learned as a remote team manager is that people thrive when they feel like they’re growing. My VAs are super talented, and I never want them to feel like they’re stuck in a repetitive grind. I encourage them to take on new challenges and learn new skills. If someone on my team shows interest in something outside of their usual tasks, I’m all for it. Empowering them this way keeps them engaged and loyal to the team.

Respect Their Time This is huge. Just because we work remotely doesn’t mean we should expect 24/7 availability. I make sure my team has a clear understanding of working hours, and I never overload them. Plus, I don’t use time trackers, as suggested by John Jonas—because let’s be real, you can’t expect a full 8 hours of 100% productive work. That’s not how creativity works. Even in a face-to-face setup, people need breaks to let their ideas flow. When you respect your team’s time, they respect yours, and it builds a healthy, loyal working relationship.

Pay Fairly and on Time This might seem obvious, but paying your team fairly and making sure they get paid on time is crucial. I offer competitive rates based on their experience. It’s one of the easiest ways to show your team that you value their work. Trust me, nothing builds loyalty faster than being a boss who’s got their back financially.