Page 21 - Yacht Crew Talent Acquisition Framework

141. Personalised Perks:
Offer personalised perks or benefits, such as preferred days off, special requests for provisions, or opportunities to pursue hobbies during downtime.
142. Mentoring:
Create mentor-mentee programs that pair experienced crew members with newer crew to provide guidance and support for individual growth paths.
Respect & Inclusivity Initiatives
143. Workshops:
Conduct workshops or training sessions on diversity, inclusion, and respectful communication to foster a positive and inclusive onboard environment.
144. Safe Spaces:
Create safe spaces for dialogue and open communication where crew members feel comfortable sharing their experiences and concerns.
Empowerment through Tools & Resources
145. Crew Suggestions:
Encourage crew members to suggest tools or resources that they believe would be beneficial for their work or improve efficiency.
146. Provide Tools:
Provide access to tools and technology that streamline tasks, enhance productivity, and improve communication and collaboration.
Stay Interviews & Continuous Feedback
147. Stay Interviews:
Conduct stay interviews with crew members to understand their motivations for staying on the yacht and identify any potential concerns or areas for improvement.
148. Open-Door Policy:
Maintain an open-door policy where crew members feel comfortable approaching the Captain or HODs with any concerns or suggestions.
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