Page 15 - Yacht Crew Talent Acquisition Framework

First Month
89. Initial Review:
Conduct a more formal review meeting to discuss the new crew member's experiences, gather feedback, and assess their integration into the team.
90. Goal Setting:
Help the new crew member set short-term goals aligned with their role and the yacht's objectives.
91. Team Bonding:
Encourage participation in informal crew gatherings and activities to strengthen relationships outside of work.
92. Skill Development:
Recommend relevant workshops or training courses to enhance their skills and knowledge.
93. Project Integration:
Continue integrating them into projects, gradually increasing their responsibilities and providing opportunities to contribute.
94. Feedback Loop:
Establish a feedback loop with the team to monitor progress and provide ongoing support.
95. End-of-Month Meeting:
Schedule another one-to-one meeting to discuss progress, address concerns, and plan for the next month.
Down the Line
96. Succession Planning:
Consider potential successors for each role and provide opportunities for crew members to develop their skills and advance within the team.
97. Performance Reviews:
Conduct regular performance reviews (e.g., at 3, 6, 9, and 12 months) to provide formal feedback, assess progress, and discuss future goals.
98. Mentorship:
Assign a mentor from the senior crew to provide guidance and support for long-term career development.
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