The Yacht Crew Longevity Equation

Is it possible to find the balance for yacht crew longevity?

Yacht crew longevity has long been a challenge in the yachting industry. Ask any crew agent, and they’ll have strong opinions on the issue. Marcy Williams, director of crew services at Northrop & Johnson in Fort Lauderdale, quips, “Is the word ‘longevity’ still in the dictionary? If it is, 90% of the crew these days don’t know the definition.” 

While it seems like an easy formula — good yacht owners, leadership, and fair time off — cracking the code on longevity in the yachting industry is not so black and white. 

Trends

Crew agents are unanimous: job hopping is not ideal. Williams advises crew, whether new to the industry or with limited experience, that frequent job changes — unless for temp or freelance roles — can make finding future positions more difficult. 

“The more they jump boats, whether every week, month, or a couple of months, it will only make it harder to find the next job,” she said. While she acknowledges that not every boat is a fit, Williams urges crew to thoroughly research potential jobs and boats before committing.

Lauren Cotton, president of Cotton Crews, has also noticed increased turnover. “Crew are moving around more than ever in my 18 years of yachting!” she said.

While it may seem that more and more new crew are flooding in, most crew agents believe the numbers are about the same as they usually are. However, while there may be a steady influx of new crew, many do not stay. Often, newcomers dip into the industry only to leave when they realize the job’s demands don’t align with their expectations.

“A lot of new crew don’t realize it’s actually hard work, and they aren’t lasting,” Cotton said, adding that television shows and social media have glamorized yachting, creating unrealistic expectations for newbies. 

Joanne Cooper of Reardon Yacht Consulting sees little change in the flow of crew coming in and out. “Crew come in every season like waves,” she said. Age is also a factor, she thinks. “Few of us knew at 21 what we wanted, or the importance of longevity, and how to navigate a difficult environment or even developed the correct way to communicate effectively,” Cooper said.

Williams and Cotton encourage crew to stay on a boat for at least a year. “Longevity makes finding the next job easier, and you’ll gain valuable knowledge and experience,” Williams said. She adds that professional crew who do their research and find a good boat with a solid captain, crew, and owners often stay for multiple years.

Cotton agrees: “If you can stay a few years, you can handpick your next job. That kind of longevity really opens doors.” Cooper advises two years or four to five seasons with one program. “This really is [especially] attractive to hiring parties when a crewmember has been on a vessel for longer than one or two seasons.”

YPI Crew also emphasizes the balance between professional growth and stability. “For junior crew, staying aboard for one to two years is considered a solid tenure. It allows them to gain experience, build relationships, and contribute effectively to the yacht’s operations,” said Chloe Collet, YPI Crew projects and operations coordinator in France. “For senior crew, longer commitments are recommended, often extending beyond two years. This ensures greater stability and leadership continuity.”

Factors

While longevity has always been a challenge in yachting, the COVID-19 pandemic significantly disrupted the industry in 2020. Suddenly, yacht owners and charterers wanted to use their boats more, but there was a shortage of available crew.

“Salaries skyrocketed, and longevity went out the window,” Williams said. “Since then, there is no loyalty or longevity; more is never enough. If [crewmembers] can get paid more on the boat next door, they jump ship — most of the time without notice.” 

Cotton also highlighted the pandemic’s uncertainty. At the onset of COVID, hiring slowed, and crew movement increased. “A lot of people bought yachts in a hurry, needed crew quickly, and paid top dollar. Now, [owners] realize what it takes to maintain a yacht and crew, and owners are getting out, leaving the crew looking.” 

Crew also left the industry during COVID, Cooper said. However, those who stayed were looking for the right fit: “After COVID, people care more about their overall happiness on board vs what shiny boat or size they are working on,” she said. 

With increased attention given to mental health these days, that too becomes a factor on board. Safe working conditions and supportive leadership can go a long way, even above and beyond the benefits. 

Crew who have a good gig tend to stay. “For crew that last longer, they usually have a generous benefits package and allow the crew to grow in their career,” Cotton said. “Shorter tenures come when the crew get pushed too hard for too long.” 

The pandemic also raised awareness about work-life balance, a need now firmly established ashore and at sea. “…Many yachts now offer rotational positions, even on smaller vessels,” Collet said. “Yachts are also offering competitive salary packages to retain qualified crew. In yachts where these improvements are in place, crew turnover tends to be lower, as crewmembers generally have fewer reasons to change jobs.” 

Several factors, including work-life balance, competitive compensation, leadership quality, and a positive onboard culture influence longevity. “Investing in crew training and development also plays a key role in boosting retention,” Collet added. 

Time off is another crucial factor, Cooper said. “Owners don’t realize that even 38 days is not enough in a full year when you have to travel one or two days just to get home,” she said. “You need time with your family and time for yourself. Vessels offering 45 to 60 days are way more appealing [than] the vessels just offering the standard 38 days.” 

Beyond benefits, longevity also involves intangible factors — understanding individuals and helping them reach their full potential. “Understanding each crewmember’s values and identifying how they can best contribute to the yacht’s operations in a meaningful way to their self-development is crucial for ensuring their longevity,” Collet said.

Bad experiences, however, can quickly drive crew away, regardless of the benefits offered. “Crew leave when they’re pushed too hard for too long,” Cotton said. Such yachts and programs often earn bad reputations, further affecting retention. Of course, if remaining on board is dangerous, then you should leave and report the issue. Longevity is not worth compromising your safety.

Turnover Effects

Most crew who come and go on board various vessels do so to find a better position or a better fit. With crew jumping ship, the knock-on effect can be felt in many ways. 

Onboard safety is one of those areas that can be affected by turnover. “Longer tenures allow crewmembers to become more familiar with the yacht, its systems, and its protocols, which contributes to smoother operations and enhanced safety​,” Collet said.

“The longer a crewmember is aboard a specific yacht, the more familiar they would be with the safety equipment, safety systems, and yacht operations,” Cooper said. 

Losing crew can be a significant financial burden to the program and the vessel owner. “High crew turnover can have significant financial implications for yacht owners, leading to increased recruitment costs, training expenses, and potential disruptions in yacht operations,” Collet said. “Stable crew longevity helps mitigate these costs​.” 

“Time and money are invested in properly training a crewmember,” Williams said. “As soon as that person leaves, it has to be done all over again.” As Cotton points out, onboarding new crew can be expensive and it’s more cost-effective to invest with the current crew in the long run.

In some cases, turnover might drive yacht owners out of the industry entirely. “If [yacht] owners have a hard time with crew and are no longer enjoying their yacht, they might sell it,” Williams said. “Then we’re all out of luck from the suppliers, crew, management…” 

In yachting, familiarity breeds contentment. “Ultimately, if the owner enjoys seeing a familiar face when they come on board, you can’t put a price tag on that!” Cooper said.

A benefit to longevity is a solid team. Crew who work long-term together build trust and deep friendships or respect. As Collet explains, it helps form a cohesive whole that benefits the team. “When crewmembers stay for longer periods, they build trust and effective teamwork, which enhances the onboard atmosphere and guest experience​.”

Crew also like working on yachts with a solid history of longevity. “Crew are very interested in programs they know have little to no crew turnover,” Cooper said. “This means something is working and the crew are happy.”

Improving Longevity

So, what answers can the industry find to fix the issues? It will take more than one boat and program, but any forward motion is progress. 

“I am seeing a number of private vessels do a pay incentive that would make the program attractive like a charter yacht,” Cotton said. It might seem small, but it’s one way to position those private jobs closer to charter perks.

Cooper shared that they have noticed several captains approaching their vessel owners this season about better salary packages for their crew — including one offering rotation for the chief officer or chief engineer when the captain doesn’t even have rotation. Another chief engineer Cooper is working with resigned after four years, but the captain got the owner to agree to rotation — a reward for his loyalty and longevity. Yet another captain got an additional 15 paid vacation days for his crew for the new year. 

“High job satisfaction, driven by meaningful work, recognition, and a sense of belonging further enhances retention, encouraging crewmembers to commit long-term to their roles,” Collet said. “Together, these factors contribute to a stable, satisfied, and loyal crew.”

Problem solved, on paper anyway. The solution may seem straightforward, but achieving longevity in yachting remains a complex balancing act.

Photos courtesy of Northrop & Johnson. 

 

Topics: