Interview with Princess Diana Ongchangco (ERNI Philippines)
Managing teams across different locations requires adaptability, cultural awareness, and effective communication strategies. Whether working with in-person or remote teams, strong leadership ensures alignment, productivity, and a positive work culture. Princess Diana Ongchangco shares her experiences in managing teams in the Philippines and Singapore, discussing the nuances of communication, cultural diversity, and performance tracking in a cross-border setting.
What are the key differences between managing in-person teams and remote teams across borders?
In my experience, managing in-person and remote teams isn’t vastly different, especially when they are in the same time zone. Communication is just as efficient, and responses are immediate. The key distinction lies in the communication channels.
With in-person teams, I can engage in face-to-face conversations, observe body language, and gain a fuller understanding of reactions. With remote teams, I rely on one-on-one meetings via Microsoft Teams, where I can only see facial expressions, making it harder to fully gauge their responses. To bridge this gap, we use WhatsApp for real-time messaging and quick updates. This is the preferred communication tool in Singapore, so I adapted to their standard practice to ensure seamless interaction.
How do you navigate cultural nuances when leading teams in the Philippines and Singapore?
One of the most interesting aspects of leading in Singapore is its multicultural environment. My team alone consists of members from three different countries—Singapore, Malaysia, and the Philippines. Despite their diverse backgrounds, they share common values, such as being family-oriented, passionate, and emotionally connected to their work.
A significant advantage is that English is the common language, which makes communication smoother. However, understanding and respecting cultural differences is key to fostering a cohesive team. By recognising these nuances, I can create an inclusive and supportive work environment where everyone feels valued.
How do you set and track performance metrics for remote and in-person teams to ensure consistent results?
For remote teams, I schedule monthly Microsoft Teams meetings with our clients to gather direct feedback on each team member’s performance. I then incorporate this feedback into my one-on-one meetings, using it as a foundation for discussions on growth and improvement. With in-person teams, performance tracking is more immediate. Since I work alongside them, I can check in with project leads at any time during the month. Their feedback is faster, allowing for quicker action on performance improvements. This proximity makes it easier to identify challenges early and implement solutions effectively.
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