How do you ‘onboard’ new crew?

Done well your new crew member can hit the ground running, but missing information, lack of clarity can leave your new crew member floundering in the dark, insecure and under performing.

What additional interaction and information do you share with your new crew member ahead of them joining the yacht?

What about on day 1 (aside from the bombardment of information including “read these 3 manuals”!) how do you make them feel welcome?

One on board, how frequently do you check in with them? What about if they are not up to standard, is it better to ‘cut them some Slack’ or let them know where they need to improve?

Some top tips from the participants in the Brainstorming session last month during the Superyacht Forum:-

• Create a standardised welcome pack

• When interviewing manage crew expectations:- 
• Boat information
• Crew culture
• Company / yacht policy / NDAs
• Itinerary
• Use the time to start building a relationship

• Ensure the crew know a new member is joining (and to make them feel welcome)
• Allocate a Buddy / Mentor
• Check in frequently – Day 1, 3 / Wks 1,2 / Mthly 1-3
  • Two way feedback what is working / what is not 
• If placed by a recruiter – they too should be regularly checking in with both the candidate and the senior crew person

Nobody should be let go at the end of month 3 (typical probationary period), without knowing why they are not suited for the position and without having been given the opportunity to improve.