POSITION FILLED!
You’ve found your new crew—now it’s time to make sure they’re a good fit for the job and the team. But how long do you give them to prove themselves? Some crew placement agents offer up to three months to evaluate new hires. The question is: how do you use that time effectively?

Here’s a structured approach that allows you to make an informed decision—often within the first month—and avoid dragging out an unproductive placement.

Setting expectations from day one

Setting clear standards and expectations during the crew induction process is essential. While most yachts are great at outlining job roles, each vessel has its own unique “way of doing things.” Do the deck crew carry phones? Is tech turned off during dinner? These “ground rules” should be shared up front to avoid confusion or frustration later on.

Giving feedback early and often

Let your new hire know what’s working—and what’s not. Waiting until the trial period is nearly over to give feedback could cost you time and energy. Remember, they’re not mind readers.

When giving feedback:

• Be specific: Give examples to clarify the issue or compliment.

• Explain why it matters: What are the consequences or standards?

• Make it a dialogue: Ask them to reflect and suggest improvements.

Often it’s not the work itself, but the behaviours that need redirecting. Stay focused, constructive, and positive about the outcome.

Week-by-Week crew evaluation guide

Week 1:

• Ask for their initial impressions

• Address issues early

• Offer at least 3 pieces of positive feedback

Week 2:

• Collect feedback from other departments

• Provide a performance update

• Set new expectations if needed

Week 4:

• Assess whether they “fit in” and meet performance standards

• If they’re a keeper, create a development plan for their future on board

Supporting new crew with 1:1 meetings

As we discussed in the last issue, regular 1:1 meetings are a simple and effective tool. For new crew, they provide:

• Ongoing performance feedback

• A chance to discuss their experience on board

• An opportunity for you to gauge their growth and motivation

Tips for onboard skill development

• Assign small research-based tasks and ask for presentations

• Use videos to show best (and worst) practices

• Host informal quizzes

• Encourage job shadowing, even across departments

• Bring suppliers on board for educational demos

• Keep learning fun and hands-on to improve retention

Sample 1:1 agenda

• What’s going well? (Add your own feedback)

• What’s not working? (Again, share your thoughts)

• Review goals (stick to 3 max)

  • What will help them progress?

  • What support do they need from you?

• Confirm what they’ll do before the next check-in

• End positively and summarise action points

Impact Crew is here to support your leadership journey. Whether you’re onboarding, developing, or managing crew—we’re ready to help.

Karen Passman
Impact Crew – Onboard Team & Leadership Development
📧 karen@impactcrew.com
🌐 www.impactcrew.com
📞 +44 (0) 1425 614419