When it Comes to Retaining Engineers...

As you probably know, retaining talented and skilled engineers on a super yacht is essential for ensuring smooth operations and maintaining a high level of safety, positive crew dynamics and performance. As you probably also know; they can often be the most difficult and costly crew members to replace.

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There are many vessels out there who have had a settled technical team for 10, 12 or more years, yet there are many more who change engineers on less than an annual basis, even when the carrot of rotation or an above industry standard salary is dangled in front of them. As an engineer working and living onboard a yacht, I would appreciate the hard won experience gained after a period of time onboard, knowing where that magic little breaker was that needed to be reset to get the lights back on in the bridge after a blackout, or knowing the location of routers in the deck heads without having to take each deck-head down in a pre-set order and the knowing the often peculiar ways of a particular boat. Most engineers would agree that the first year on a vessel is the hardest and that it tends to get easier after that. So why do they leave?

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Of course, there is no one single answer to that, and its often not the vessels fault. It could be something going on in an engineers private life or due to a myriad of other unrelated reasons. But here are a couple of suggestions on what a vessel can do to ensure they are doing what they can on their behalf to retain not only their engineer but other crew too.

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1. Provide a competitive compensation package:

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This one is obvious, and yacht engineers are usually well remunerated on most vessels, and rightly so. Engineers should be fairly compensated for their skills, experience, and the demanding nature of their job and the money, time and effort they have spent on their tickets. Regular salary reviews, annual pay rises and 13 month or bonuses based on performance can also motivate engineers to stay on board.

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2. Offer opportunities for professional development:

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Providing opportunities for professional growth and development can be a significant motivator for engineers to stay on a super yacht. Obviously one can see how this would be motivating to a junior engineer coming up through the ranks, but offering the opportunity to complete courses such as in AV/IT, Creston or engine manufacturer courses will motivate and freshen up the grizzly old disillusioned chief. Perhaps.

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3. Provide adequate funding for spares and tools:

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Engineers require access to adequate resources, tools, and equipment to perform their job effectively. Providing decent equipment, tools, and technology can make their job easier and more efficient. Obviously there comes a point where as much as an engineer might want to, he or she can’t remove all the washing machines from the laundry and install a lathe or a wall to wall Snap-On tool cabinet in their place, but having the proper tools onboard will make their lives more comfortable and less of what will be perceived as an unnecessary struggle.

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4. Recognise and reward performance:

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Recognising and rewarding the performance of engineers can go a long way in keeping them motivated and engaged. Its often said that the chef gets thanked for every meal, but how often does the engineer get thanked for keeping the lights on? A few words of recognition now and then might go someway to fostering a strong relationship between the engineering department and others onboard.

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5. Listen to feedback and address concerns:

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It is crucial to listen to the feedback and concerns of engineers and where possible take appropriate actions to address them. There is nothing more demoralising than highlighting concerns and having them ignored, particularly when it comes to safety. Regular informal chats can provide insights into the needs and expectations of engineers, and can help resolve any issues or challenges they may be facing.

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I would have to say, there is a certain point in time where it might benefit both the engineer and the vessel to move on. In some cases, definitely not all there can be some boredom and lack of motivation setting in after a number of years, 6 or 7 seems to be the usual, and it might benefit both the vessel and the engineer to move on. Retaining quality engineers on a super yacht requires a combination of factors, and some might not suit all or be able to be provided by the boat for various reasons - there is no such thing as a perfect situation.

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If you do find that there is a struggle to create some longevity in the engine department on your vessel, then perhaps one of the above suggestions might help, or feel free to reach out to me or any of our consultants at the Crew Hunter to see how we might be able to help.