Cultures can shape people, fostering unique personality archetypes. We see the decisive “rulers” forging paths and inspiring others. The adventurous “explorer” brings fresh ideas and perspectives. And there’s the dependable “everyman,” valued for their reliability and commitment.
In the Philippines, one prominent personality archetype is the tagasalo—literally, a “catcher or someone who catches things.” It is a term used to describe someone with a distinct caregiving nature. They have a deep sense of responsibility and are willing to take on additional tasks to support others. But how do they fit into the workplace?
In this guide, we’ll explain the tagasalo personality—what it is and how to identify it among your Filipino staff. We’ll also share tips on effectively managing and supporting these team members to harness their strengths.
What is the Tagasalo Personality?
The tagasalo is someone who has a deep sense of care and responsibility for their family, friends, and colleagues. They are nurturing and willing to shoulder extra responsibilities because they’re genuinely concerned for others’ well-being.
This archetype is prevalent in Filipino culture due to the emphasis on family values and communal support. Many Filipinos grow up in a close-knit environment where familial bonds are highly cherished, so they develop a natural inclination to care for others. They then tend to extend this trait into their professional lives.
For instance, their innate reliability in the workplace enhances teamwork and group cohesion and fosters a positive work environment. Their willingness to do additional tasks can also bridge gaps and ensure that projects run smoothly.
However, being a tagasalo is not all sunshine and rainbows. They often burn out easily from constantly supporting others. They may also take on more workload than usual, possibly causing them to resent co-workers with fewer tasks. It can also lead to lost personal development opportunities for other employees.
That said, it’s crucial to understand how tagasalos work and how to support them so they can remain productive while still enjoying helping others.
How to Spot Tagasalo Personality Traits in Your Employees
Identifying tagasalo employees can help you build on their strengths and shape a strong, collaborative team. Here are some ways to spot this personality archetype.
Gauge employee personality via interview questions
During the interview process, incorporate questions that reveal a candidate’s willingness to support others. For instance, you can ask about their experience working in teams, their approach to problem-solving within a group, and how they prioritize tasks when colleagues need help.
You can also ask them situation-based questions, such as:
- Describe a time you had to motivate a co-worker. What did you do?
- When working in a team, do you see yourself as a leader or a follower?
- Explain a time you had to teach someone something complex.
Additionally, you can implement a personality test to accurately determine whether they align with your company culture and fit the role they’re applying for. It’s also a great way to see how well they’ll blend in with your team.
Observe their behavioral indicators
Pay attention to how employees handle their workload and interact with their colleagues. Tagasalos are often the first to volunteer for extra tasks, readily offer assistance, and prioritize team goals over individual achievements. They might also be able to mediate conflicts or create a sense of harmony within the team.
Get feedback from colleagues
Employees who work closely with potential tagasalos can offer valuable insights into their work ethic, willingness to help, and impact on team dynamics. For example, you can meet with a department head or team lead to ask who among their members shows tagasalo traits.
How to Manage Employees with Tagasalo Personality
Don’t let employees with tagasalo traits burn out. Here are some tips for managing them well and providing a balance so they can use their strengths without feeling overwhelmed.
Encourage balanced workloads
Tagasalo employees often take on more than their fair share of responsibilities, which can lead to burnout. If an employee frequently takes on extra projects, ensure their workload is manageable. Regularly check in on their stress levels and adjust their tasks if needed.
In general, you should allocate resources and staff appropriately and use project management tools to automate or simplify processes. A balanced workload helps maintain your team’s enthusiasm and productivity.
Practice effective delegation
Delegate tasks in a way that respects the tagasalo’s nurturing nature while preventing overload. If a tagasalo is leading a project, assign them clear responsibilities and empower them to appoint some tasks to others. This approach ensures they’re not shouldering all the burden and helps develop the team’s skills.
Recognition and rewards
Acknowledge and reward tagasalo employees’ contributions to reinforce their positive behaviors. Incentives, public recognition during team meetings, or personalized thank-you notes can go a long way
For example, if an employee consistently goes above and beyond to help their colleagues, highlight their efforts or offer tangible rewards such as a cash bonus or an extra day off.
Build on Your Staff’s Strengths
People with the tagasalo personality trait are valuable assets in any workplace. Their dedication, teamwork skills, and focus on harmony create a positive and productive environment. Don’t let these traits go to waste. Get to know your employees and implement the strategies above to empower them to thrive while preventing burnout.
If you want to better understand how to work with Filipino talent, the Manila Recruitment blog can help you. We’re a recruitment agency in the Philippines with more than a decade of experience connecting businesses with top Filipino talent and vice versa.
Contact us today to learn more.
Passionate about promoting the ingenuity of Filipino talent, Arvin is a sought-after resource person in the field of career development. He regularly delivers keynote speeches and conducts workshops throughout the Philippines, sharing his insights and strategies for improving employability and promotability.
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