This pre-season period is considered by some as ‘downtime’; Christmas has been and gone and the ‘crazy season’ of back-to-back charters is a mere memory. Your work list is ticking over, and things are generally looking pretty ship shape.

BUT, are you making the most of this window?

Many crew members use this time to undertake the mandatory courses that help them move up the career ladder. However, one of the biggest complaints from senior crew is that newly qualified officers may have all the certificates but often lack the experience to transfer theory into practice. They’ve crammed the knowledge and passed the exams, but stepping back on board, they’re not ready to step up.

This is the perfect opportunity to invest in your team and bridge that gap. Call it training, mentoring, coaching, or leadership—helping crew retain and apply what they’ve learned is key.

Management Tool: Holding 1:1s

As a leader, take an active interest in your crew’s skill and knowledge levels. Dedicating just 30 minutes of uninterrupted, 1:1 time per crew member can be invaluable. Ask open-ended questions to gauge progress and future goals.

Even if a promotion isn’t available, you can help prepare them for their next position and build their experience. For those who need to reinforce or refresh course material, there are many ways to support their learning.

Tips for Effective 1:1s:

• Meet monthly with a consistent agenda
• Provide feedback and support
• Encourage ownership by asking crew to email a summary
• Use the time to build trust and motivation

Sample 1:1 Agenda:

• What has been working well? (Leader adds feedback)
• What hasn’t worked well? (Leader adds feedback)
• Progress toward specific goals (limit to 3)
  • What will help them move forward?
  • What support is needed from leadership?
• Action items before next meeting
• Leave them feeling valued and positive

Tactics for Onboard Skill Development

• Assign small research projects to present to the team
• Use YouTube videos to compare techniques
• Organize quizzes and rotate question-writers
• Encourage shadowing—senior, junior, or cross-department
• Invite suppliers to give crew presentations
• Keep activities fun and interactive for better retention

Support Their Growth

Even if someone is ready to move on, support them. You’ll gain valuable insight into why they’re leaving—and they might help find or train their replacement. Let them drive the agenda, include career discussions periodically, and offer open, honest feedback.

Need Help?

Impact Crew is here to support your leadership journey. Contact us for guidance or crew development solutions.

Karen Passman
Impact Crew – Onboard Team and Leadership Development
Karen@impactcrew.com
www.impactcrew.com
+44 (0) 1425 614419