Baby Boomers, Generation X, Millennials and now Generation Z. Is our industry ready to be taken to the next level? Let’s hope so before the Generation Alphas get their hands on us! Words: Erica Lay
Is the first wave of Generation Z (born between 1997 and 2012) has entered the workforce, we’ve seen them bring along their unique values, expectations, and skills, which, like it or not, are starting to reshape the superyacht industry.
Unlikeprevious generations, Gen Z’s perspectives on work-life balance, transparency, sustainability, and inclusivity are transforming recruitment strategies and yacht operations. Significantly. (Firstly, if you’re still reeling at the fact that people born in 2006 are not foetuses and are in fact 18 actual years of age, it’s ok. You’re ok. Lots of us are with you there.)
Let’s establish who’s who. The senior roles in yachting are currently occupied by millennials (28-43 years old), then you’ll see Gen X (43-60 years old) and possibly even a few boomers (60+) clinging on before they’re pensioned off for complaining too much about the kids today. We jest. Or maybe we don’t
– let’s just see how this goes…
Ok let’s get back on track here, one thing we’re experiencing more of every year, is moaning. Good grief, we love to moan. Captains and HODs, recruiters and managers, well they have their gripes and that’s because the dynamic of the workforce has changed so dramatically with the arrival of Gen Z. So, what’s going on? Why are the new wave of crew so different? And what can we learn from them? How can we attract new crew and, this is the trickier part, keep them? The superyacht industry is not attracting as many new crew as pre-pandemic times, and more and more leave after just one season if they even make it that far. It would seem, based on this, that perhaps the yacht industry isn’t ready for Gen Z. And as a result, Gen Z isn’t ready for the yacht industry. And here we see ourselves at an impasse. The industry needs young blood and new crew to pick up the chamois; if you can’t get out of a chair without making noises your nan would be proud of then you don’t want to be detailing with a cotton bud. Face it you’d never get up unassisted off those poor old knees…
A Values-Driven Workforce
One of the most defining characteristics of Gen Z is their commitment to values-driven work. Now what does that even mean? It means Gen Zs choose jobs and work environments that align with their personal values, such as sustainability, inclusivity, and mental well-being. They want a work culture which emphasises purpose, ethics, and meaningful contributions over purely financial or status-driven motivations.
In the superyacht industry, which traditionally places a high value on luxury, exclusivity, and tradition, the rise of Gen Z presents an opportunity to appeal to younger crew through a focus on sustainability and eco-conscious practices. Which we’re all meant to be doing anyway aren’t we? Which leads us neatly on to:
Sustainability on the High Seas
Gen Z’s awareness of climate change and environmental responsibility has prompted a preference for employers who prioritise sustainable practices. Yachts adopting eco-friendly initiatives, such as reducing plastic waste, implementing green technology, or reducing carbon footprints, are seeing increased interest from younger applicants. These sustainable practices also contribute to a yacht’s overall brand value and can be a significant recruitment advantage when appealing to a generation passionate about environmental issues. So when you’re looking to hire, think about your green policies on board. You no doubt have lots of them already in place so big them up!
Transparency and Fairness in the Workplace
These are non-negotiable values for Gen Z. They prefer workplaces where policies, compensation, and expectations are clear and openly discussed.
The traditional hierarchical and sometimes opaque nature of the yachting industry can be a proper sticking point, but it’s also an area where small changes can make a significant impact. Yes, this does mean HODs will potentially have to change their approaches and no, they won’t get anything other than zero compliance if they shout at their team. When they’re asked why they must do something, “because I said so!” ain’t gonna fly anymore. Just sayin’.
Open Communication
This means encouraging the sharing of info and ideas within the team, and not making anyone feel silly even if their idea is, well, potentially a bit stupid. Be open to new ways of doing things, give them a go and see if they work. Also, open comms means less sulking – if someone says something that upsets another crew member, hopefully they’ll feel comfortable enough to address it rather than stewing on it. Some older crew, and I’m looking more at the men here, might declare this to be “soft”, however, is it not better to have a chat about your feelings early on, than ignore it all until it blows up in your face and you’ve got three crew members in tears demanding to leave mid-charter? I thought so.
Work-Life Balance and Mental Health Support
Gen Z is less willing to compromise on work-life balance, even in demanding industries like yachting. While previous generations might accept a lack of downtime as a given, Gen Z looks for employers who respect time off and prioritise mental health. And this is a huge issue to overcome due to the nature of the industry. Remember that MLC thing about hours of rest? Yeh that. It’s actually in place for a jolly good reason and I know, sometimes it’s pretty much impossible to adhere to those hours but if you want to retain your crew, you’ll need to do your best. And if that means having an awkward conversation with the boss, I’m afraid that’s got to happen. Big boy/girl pants on.
Just because that’s how you’ve always done it, and how you started off in the industry, doesn’t make it ok. They used to shove kids up chimneys and down mines. See where we’re going with this? Change, especially for safety’s sake, is a good thing. Well rested crew perform better – when it comes to safety on board, owners sometimes need that pointed out when its their family on board the crew are responsible for.
Embracing Rotational Roles and Structured Time Off
Rotation is slowly coming into yachting but we’re still struggling to engage owners (and in a lot of cases, captains) into recognising the vast benefits. Look at commercial shipping and you’ll see structured time off, shifts, and rotations as standard practice. But yachting is still the wild west and we need to educate the top brass. Just because you didn’t get rotation until you were a captain or a purser (etc), doesn’t mean everyone else has to suffer (see previous comments above about chimneys).
We’re not suggesting brand new stews and deckys get 2-on- 2-off rotation, but how about 5-on-1 off to start with? And some decent time off in the season here and there when trips allow? Some yachts seem hellbent on pushing the crew to burn out and that just results in a high turnover, and more work for those who’re left and who have to train the new ones. Who wants to keep doing that? It’s not a sustainable working model.
Technology as an Asset and Expectation
Gen Z has grown up with technology at their fingertips since birth, making them digitally fluent and capable of managing complex tech-related tasks. This comfort with technology can be a major asset for yachts, as roles that require tech skills, from managing social media to troubleshooting onboard digital systems, can be performed efficiently by younger crew. It does also mean that due to growing up glued to screens, a lot of the new generation aren’t so hot on face-to-face social interaction which causes issues at the crew mess lunch table but there are ways of dealing with this… for example, meal times are phone free for a set period of time, then they’re allowed again.
Demand for Authentic Mentorship
If we want to keep them, we have to train them. Gen Z values mentorship and growth, preferring work environments where leaders are approachable and
invested in their development. It’s also a fantastic opportunity to mould your junior crew into exactly the crew members you want and need in your programme. Win win. Sometimes seniors forget they were new to the industry once and didn’t pop out of the womb knowing silver service or how to handle a jet drive tender, and aren’t keen on training – as demonstrated in the constant flow of job ads stating “Must have at least a season’s experience”. You might be pleasantly surprised by hiring a greenie who absorbs your way of working rather than trying to get someone with experience to adapt to your methods. Just a thought. Invest your time and expertise and you’ll reap the rewards. This approach is also a big selling point when attracting new crew – training opportunities and budgets for professional development are sought after. An owner who invests in their crew is a good person to work for. Usually…
Inclusivity and Diversity as Priorities
Gen Z values diversity and inclusivity in the workplace, expecting employers to actively cultivate a welcoming environment for all backgrounds. This trend has put pressure on the traditionally exclusive world of yachting to adapt, making inclusive practices not just preferable but essential in attracting younger crew. Promoting policies and practices that support fair treatment, regardless of nationality or background, strengthens crew dynamics and makes the work environment more appealing to younger generations. And frankly, should already be in place because it’s 2024 not 1984.
There you have it, easy peasy. As Gen Z continues to enter the workforce, our industry must evolve to attract and retain this new generation or who’s going to run the yachts in 10 or 20 years time? I’m glad we’ve got all that sorted just in time for Gen Alpha. Yep, they’re coming. Note: that if all the above advice is heeded and put into practice, it might just make the workplace better for everyone. Even the grumpy old badgers. Those kids today eh? With their demands for a nice working environment. The cheek of it.
ON THE LOOK OUT FOR YOUR GEN ZS
So you’ve realised that you need to attract some young fresh meat into your team? You’ve accepted that complaining about how it was “back in your day” just isn’t going to magically create a new wave of boundary free baby-boomers? Well, here’s a handy guide for you to refer to when looking to hire and retain your Gen Zers…
Wi-Fi or We Riot
“Unlimited Wi-Fi or we’re out. TikToks won’t watch themselves. And, yes, we might need it to post one tastefully filtered ocean pic. Per hour.”
Eco-Friendly Everything
“Reduce. Reuse. Recycle. Repeat.” Gen Z will side-eye your single-use plastic, so if you’re eco-friendly, they’re already halfway to saying yes. Bonus points for a compost bin.
Rotation, Please!
“Work hard, play harder… but, you know, not too hard. Structured time off means we come back actually wanting to work. Win-win, right?” They’ve got a point…bet you’d all like some of that roto hey?
A Cool Captain
Think: Mentor slash life coach who is also super approachable and maybe tells great sea stories. If you say “back in my day,” they’ll listen – but keep it short and it better be funny. Bonus points if it involves a shark.
Transparency. No Secrets
Gen Z appreciates honesty and directness. Tell them what’s up, what the real vibe is onboard, and what exactly they’re signing up for. Ghosting? Strictly for exes, not fellow crew members.
Diversity FTW
“Diverse teams make better teams!” – it’s not just a saying, it’s a lifestyle. All welcome; no room for salty vibes (unless you’re talking about the ocean). By the way we also like abbreviating. FTW – for the win.
Mental Health Matters
Mental health days, mindfulness practices, and check-ins that go beyond “Did you scrub that deck?” make a big difference. Gen Z likes knowing their mental well-being is as valued as their knot- tying skills.
Instant Gratification… Sort of
Patience is a virtue, sure, but regular feedback and a nod of appreciation go a long way. A little “good job” here and there? It’s like gold dust. Sprinkle it. Sprinkle it everywhere.
Tech Support Included
If you’re confused about how to update your apps or why you need a second screen, Gen Z can help. Just don’t be surprised (or cringe too hard) when they suggest streaming a playlist with “good vibes only”.
