Tired of the annual appraisal scramble that leaves crew in tears and heads of department stressed? With high turnover, burnout, and a culture of hiring and firing, it’s clear that many vessels are struggling to get it right. But in the demanding world of superyachts, where high standards and long hours are the norm, effective performance management is crucial.
Instead of dreading performance management, imagine a system where:
- Crew clearly understand expectations and how their contributions impact the overall success of the charter.
- Leaders are equipped to provide regular, constructive feedback that fosters growth and development.
- Crew feel valued and appreciated, leading to increased job satisfaction and retention.
This is the power of effective performance management. It’s about creating a culture of open communication, continuous improvement, and mutual respect.
What is Performance Management?
Performance management is a set of tools, policies and procedures that are used to manage crew performance. Think of it as a compass, guiding everyone towards shared success. It’s about continuous feedback such as informal check-ins, peer feedback or quick debriefs after trips. It should extend to setting clear expectations and ongoing development.
What Performance Management should not be:
Let’s face it: Nobody wants performance management to be a dreaded annual ritual that leaves crew ready to walk out of the door and captains feeling frustrated. Yet, this is often the reality on many superyachts that lead to damaged crew morale. Picture this:
The management company demands that every crew member be evaluated using a standardised performance appraisal form. Crew are nervous, heads of departments are stressed, and the captain just wants to get it over with. To make matters worse, the crew have just finished a gruelling two-month boss trip, leaving everyone burnt out and dreaming of their next flight home. The last thing they need is a rushed and impersonal evaluation.
This scenario highlights the pitfalls of poorly executed performance management:
- Misaligned Processes: The evaluation process doesn’t reflect the vessel’s unique operational needs and priorities.
- Lack of Leadership Skills: Captains and heads of departments may lack the training and support to provide effective feedback and coaching.
- Poor Timing: Conducting evaluations when crew are exhausted and demotivated undermines the entire process.
What’s the solution?
Instead of a top-down, one-size-fits-all approach, superyachts need a more tailored and continuous performance management system. This means:
- Setting clear expectations: Crew members need to understand their roles, responsibilities, and how their performance contributes to the overall success of the vessel. By incorporating individuals in the goal-setting process, buy-in and motivation can be improved.
- Providing ongoing feedback: Regular check-ins, informal conversations, and constructive feedback help crew members stay on track and identify areas for improvement.
- Creating opportunities for development: Investing in training, mentoring, and professional development helps crew members grow their skills and advance their careers.
- Recognizing and rewarding good performance: Acknowledging achievements and contributions boosts morale and motivates crew members to excel.
When done well, performance management becomes an invaluable tool for fostering a positive and productive onboard environment, improving crew retention, and ensuring that everyone is working together to achieve shared goals. A few small changes to your current process can make an impactful difference. Explore our suggestions in our Performance Management Toolkit for crew.
