During the SAFETY4SEA Limassol Forum, Capt. Rohit Tandon, General Manager, FML Ship Management Ltd, Cyprus, focused on the subject of crew retention strategies for the maritime industry.
What really motivates us to go back to our office daily or whatever the workplace we are doing? What really motivates us to go daily to get up in the morning? Are the good salary packages? Career growth or is it that we really follow something passionately and give us joy to follow that profession.
What we think about changes our perspective and how we think about seafarers. 2/3 of the earth is covered by the seafarers. The seafarers’ career is quite different from what we are doing in the office. Sometimes it is really a nightmare because the ship is really going in very rough conditions and sitting in a chair, even for a captain or any other officer, to type an email becomes tough.
In the demographic, you can see that the majority are Indians, followed by the Pilipino, small Chinese, and East Europeans with very small numbers.
Key factors leading to workforce attrition
- Physically demanding work
- Isolation and lack of work life balance
- Safety concerns
- Limited career progression
- Technological changes
Retention and performance strategies
- Competitive salary packages
- Skill development/career progress initiatives
- Safety and well being programs
- Employee assistance initiatives
- Training for adoption of new technology
How do we maintain our retention rate?
- Competitive Remuneration
- Dedicated MARPOL Cell
- Encourage staff references
- Armed Guards in High Risk Areas
- High Safety Standards
- Timely Payment of Wages
- Timely Relief
- In – house promotions & Shore Openings
- Dedicated Fleet Care Cell for Crew Welfare
Apart from this we took one step forward.
#1 Ensuring better life while onboard
- Food
- Entertainment
- Social engagement
#2 Focusing on health and mental wellness
- SafeR+ & T-Cup: A program which run by our clinical psychological doctors which are there. This is a behavior based program.
- Buddy on board: BoB System is conceptualized to help welcome the new Trainee and provide them moral & emotional support. To ensure the safety and wellbeing of the first-timer Trainee, buddy system can play a vital role.
- Fleet care: Fleet Care Liaisons Managers conduct debriefing of Seafarers post-sign-off. On average 450 Seniors, Ranks & 600 Junior Ranks are debriefed on monthly basis. FLEET Care collects, analyse, and utilize data and feedback from seafarers during pre-joining & debriefing sessions to identify opportunities to improve & present to senior management. The team prepares SWOT (strengths, weaknesses, opportunities, and Threats) analysis basis feedback from seafarers.
#3 Assisting in creating a better future
- Gender diversity: We believe that gender inclusion and equality in the workplace is a necessary business requirement. We also believe it will lead to a progressive boost to the broader maritime community.
- Refer a friend
- FMTI: Bridging the skill gaps for a better future.
Explore more by watching his video presentation here below
The views presented are only those of the author and do not necessarily reflect those of SAFETY4SEA and are for information sharing and discussion purposes only.
Above article is a transcript from Capt. Rohit’s Tandon presentation during the SAFETY4SEA Limassol Forum with minor edits for clarification purposes.
