The Importance of Employee Engagement and Becoming an Employer of Choice in the Boating Sector
September 23, 2025
Author: Jeff Doran, President, CCEOC Inc.
Introduction
In the dynamic world of the boating sector—spanning yacht building, marine services, marinas, charters, and watersports—people are the true engine of success. From skilled marine technicians to hospitality teams and customer service reps, the quality of the employee experience has a direct impact on safety, service, and business performance.
As the industry continues to face talent shortages, seasonal employment challenges, and rising customer expectations, employee engagement has emerged as a crucial strategic focus. More than job satisfaction, engagement refers to the emotional commitment employees have toward their work, their team, and the organization.
To stand out and attract top talent, industry leaders are increasingly working toward becoming an employer of choice—a company that people actively want to work for. For businesses in the boating sector, this means rethinking how they support, reward, and inspire their teams—both on and off the water.
Understanding the Challenges
Before we explore solutions, it’s important to recognize some of the engagement challenges unique to the boating industry:
- Seasonal employment cycles that make long-term engagement difficult
- High physical demands and often unpredictable weather conditions
- Limited career progression in smaller or traditional operations
- Remote or isolated work environments with less access to development opportunities
- Competitive hiring environment due to a shortage of marine-specific skills
Becoming an employer of choice in this environment requires more than just paying well—it demands a cultural shift toward valuing people as a core asset.
What Does It Mean to Be an Employer of Choice?
An employer of choice is a company that consistently attracts and retains top talent by offering a superior employee experience. In the boating sector, this includes:
- Strong, caring, compassionate leadership
- Transparent, authentic communication
- Opportunities for training, certifications, and career growth
- Supportive work environment focused on health, safety, and inclusion
- Recognition and meaningful rewards
- Shared purpose and pride in the work being done
Anchoring Engagement: Strategies That Work
1. Build Clear Career Pathways
In an industry where many workers enter with passion but limited direction, structured development programs can be a game-changer. Offering training, apprenticeships, and certification support (e.g., RHIOT, MTCY, MNAV) helps employees grow their skills and feel invested in.
Tip: Partner with marine academies or technical schools to create pipelines for young talent. Sourced through the Canadian Association of Marine Institutes: www.CAMTI.ca
2. Foster a Culture of Caring and Recognition
Recognition doesn’t always require a formal awards ceremony. Whether it’s a shoutout in a team meeting or a handwritten thank-you note from leadership, acknowledging hard work builds loyalty.
Example: One boatyard in Florida introduced a “Captain’s Kudos” program where employees nominate peers who go above and beyond.
3. Support Work-Life Balance, Even in Peak Season
While boating can be a high-pressure, seasonal business, burnout erodes engagement quickly. Rotating shifts, flexible schedules in the off-season, and ensuring breaks are respected makes a difference.
Bonus: Providing perks like employee boat access or family days can also boost morale.
4. Prioritize Health, Safety, and Well-Being
This goes beyond compliance. Providing proper PPE, mental health resources, and open-door policies for concerns creates a safe, respectful workplace where employees feel seen and protected.
5. Create a Sense of Purpose
Many employees in this sector are passionate about boats and the water. Aligning their roles with a broader mission—such as sustainability, craftsmanship, or customer experience—can increase emotional commitment.
Inspiration: A charter company in Greece holds monthly meetings to share guest feedback and stories, reminding teams how their work creates lifelong memories.
Measuring Engagement: Tools and Tactics
To improve employee engagement, you first need to understand it. Here’s how boating businesses can track engagement:
- Employee surveys (e.g., quarterly pulse checks)
- Stay interviews to understand why employees continue working for you
- Exit interviews to identify disengagement triggers
- Retention and absenteeism rates as key engagement indicators
Real-World Case Study: From Turnover to Talent Magnet
A marina and boat service center in New Zealand faced a high turnover rate—especially among young marine mechanics. Leadership invested in a full engagement strategy: offering tuition support, updating facilities, introducing peer recognition, and launching a leadership development track. Within two years, turnover dropped by 50%, productivity rose, and the company began receiving unsolicited job applications.
Their reputation? An employer of choice in the regional boating community.
Final Thoughts: Set Sail Toward Engagement
In the boating sector, where every role plays a vital part in delivering safety, quality, and unforgettable experiences, employee engagement is not optional—it’s mission-critical.
By creating a workplace where people feel valued, supported, and inspired, boating companies don’t just fill vacancies—they build loyalty, reputation, and long-term success.
Becoming an employer of choice isn’t about gimmicks—it’s about leadership, culture, and consistency. Learn more about how your organization can be recognized as an Employer of Choice through the BICEOC Award Program. Contact Jeff at 416-886-7007 or email: jdoran@ccemployerofchoice.com. Visit: www.biceoc.com.
