Crew turnover is a costly challenge in the yachting industry, understanding why crew leave is the first step towards creating a work environment that fosters long-term commitment and satisfaction.
Here’s a breakdown of common factors and proactive strategies to retain your valuable crew members.
Lack of growth opportunities
One common reason for crew departures is a lack of growth opportunities. Stagnation can be a major demotivator. When crew members feel that there are limited chances for professional development or career advancement they tend to look elsewhere for those opportunities.
One of the most important things to do in this scenario is to invest in professional development. Offering opportunities for crew to advance their skills and qualifications through training programs, workshops, or online courses can help them feel valued and motivated.
It is also important to offer crew incentives for achieving specific goals. When crew feel supported, valued and able to grow further they tend to work harder because of the idea that they will one day reach their career goals with your help.
Poor leadership
One key factor that contributes to crew turnover is poor management and leadership. Inconsistent leadership, unfair treatment, and a lack of clear direction can break trust and create a toxic work environment. This can lead to low morale, decreased job satisfaction, and ultimately, crew turnover.
A useful strategy for you to utilise is clear leadership and job expectations. Ensuring that every crew member understands their role, responsibilities, and how to advance in the future can help to reduce confusion and create a more positive and productive work environment.
It’s also important to listen to your crew in order to understand where there may be an issue in leadership techniques. It’s important to not only invest in proper leadership training for yourself but also for your HODs. At The Crew Academy, we have plenty of leadership courses available for Captains and HODs.
Burnout
The demanding nature of yachting can also lead to burnout. Unrealistic schedules, inadequate time off, and a lack of work-life balance can quickly lead to exhaustion. When crew members are constantly pushed to their limits, it can be difficult for them to sustain their performance and commit to their roles.
This is why it’s important to implement a healthy work life balance and explain the importance of this to your crew. By implementing policies and practices such as flexible work schedules, supplying adequate time off, and access to Mental Health support and training, you will decrease the likelihood of your crew getting burnt out.
Feeling undervalued
Feeling undervalued is another common reason why crew members may leave their jobs. Low compensation, unfair benefits, or a lack of appreciation can make crew members feel that their contributions aren’t recognised or valued. This can lead to a sense of dissatisfaction and a desire to seek employment elsewhere.
It’s equally as important to recognise and reward performance and hard work. Showing appreciation for crew members’ hard work and contributions through competitive compensation, benefits, and recognition programs can help them feel valued and motivated.
To keep crew feeling valued and daily compensated, ensure that you are offering competitive benefits and compensation packages. It’s important to recognise and reward hard work and your crew’s achievements. Show genuine appreciation for your crew’s hard work and daily contributions to the team’s hard work.
Lack of support
Lack of support can also be a contributing factor to crew turnover. Inadequate resources, particularly with Mental Health, can leave crew feeling isolated and struggling with the challenges of working on a yacht. When crew members feel that their needs are not being met, they may be more likely to leave their jobs.
This is why it’s essential to create a positive and inclusive work environment where crew members feel comfortable seeking help when needed. By implementing policies and practices to promote positive mental health, crew members are more likely to come to you in times of distress as they feel supported and encouraged to share their concerns.
Mental Health can make or break someone when they feel isolated and away from family members for long periods at a time, we believe it is extremely important to educate crew around the topic and it’s why we offer all clients who place a candidate with The Crew Hunter a FREE Mental Health Wellbeing & Awareness course on us.
By understanding these common reasons for crew turnover, Owners and Captains can take proactive steps to create a more positive and supportive work environment for their crew, which in turn can help to retain valuable crew members and ensure the long-term success of their yachts.
The bottom line
When crew feel valued, supported motivated, they’re more likely to commit to a particular role or vessel. By investing in the individuals you have on board, you’ll save valuable time and money spent on finding and training new crew members.
At Yacht Crew Recruitment and Training, we have a range of training courses at The Crew Academy both for Leaders looking to improve their skills, as well as courses to help you upskill and inspire your team, such as Mental Health training and Administration courses, and Skills to help you level up your team.
To discuss your recruitment and training needs, get in touch today: info@yachtcrew.uk.
🤔 Reflections on Crew Turnover in the Yachting Industry
Crew turnover is a big challenge in the yachting world, and understanding why it happens is really key.
So, over the last four years of providing support, I’ve heard countless stories from crew members about poor treatment from leaders in the industry. What’s troubling is that most crew members don’t feel comfortable speaking up or sharing the real reasons they’re leaving a vessel, worried that it could harm their references or simply change nothing.
Poor Leadership: From my experience, poor leadership is the main reason for high crew turnover on yachts. Captains and Chief Stews who see themselves as untouchable and lack the skills to lead a team are, unfortunately, becoming more common. It’s shocking how often I hear about leaders treating their crew like machines, expecting non-stop performance with little regard for their well-being. Yacht owners also play a part in this, as some seem to believe their wealth gives them the right to treat the crew however they like.
Burnout, Feeling Undervalued, and Lack of Support: These problems often come from the same source: poor management. If you have good leaders who are qualified and understand how to balance demands with respect and support, many of these issues wouldn’t exist. Sadly, the yachting industry can be quite unfair, with leadership development getting worse each year, as fewer leaders seek to improve their skills or learn how to properly support their crew. The crew often ends up being treated like replaceable parts due to the high demand and competition from newcomers who are unaware of the challenges ahead.
Lack of Growth Opportunities: While providing chances for professional growth can help keep crew members on board for a while, it doesn’t always stop them from moving to another yacht if they see a better opportunity to advance their careers elsewhere. Growth is a basic need, and without a clear path forward, many will look for it elsewhere.
Conclusion: I strongly believe that if you know how to treat your crew with respect and understanding, you will have a more loyal and committed team. Investing in learning, taking leadership courses, and being open to changing outdated mindsets are the best ways to achieve this. When crew members feel valued, supported, and motivated, they are much more likely to stay committed to their roles or vessel, which helps reduce turnover and ensures the long-term success of your yachts.