Marina International, March/April 2001

Are You Doing Your Job?
by Patience Welton

Can’t find good employees, is a lament often heard at marine industry functions everywhere. What is a poor marina operator to do? We compete with industries offering more glamorous, lucrative, and prestigious entry-level careers. What do we offer?  

The allure of trudging the dock through rain, sleet, and snow making sure every vessel in your control is safe and secure. The panic when the projected path of a hurricane passes directly over your marina. The glamour of pumping out holding tanks and collecting trash!  

The prestige of being the one they call at home in the middle of the night to be reassured the slight change in the tide is a normal daily occurrence or they think they left the oven on and would you mind double checking. Don’t forget the honor of being able to work on every holiday.

With the money you make you can retire early, as long as you’ve made wise investments with the money you’ve inherited, made in your first career or won in the lottery. This is a career you do for the love of it and we can’t possibly compete with the six-figure salaries offered by high-tech companies.

Management Techniques

So as Marina Managers are we doing a good job attracting and keeping employees? Start by doing some soul searching, and review your management techniques. Are you the type of person that you would want to work for?

How are your communication skills? Do you tell your employees what you require or do you expect them to have your common sense? Have the words “he should have known better or why do I have to tell you this“ every crossed your lips. You haven’t hired mind readers and what is clear, as night and day to you might not make a bit of sense to someone with different life experiences. If an employee makes a bad decision because of lack of good information, who is at fault? And when an error happens do you take the time to explain why your eyes are bugging out and steam is coming out your ears or do your employees automatically just run for cover. Do you treat them as you expect to be treated? Do you share positive feedback as easily as you criticize? A bit of encouragement goes a long way to way to making a person feel wanted and needed.

Are you understanding? Do you know what kind of life challenges your employees are facing and do you care? If you are thinking, I pay them to work eight hours and it doesn’t matter what happens when they are off the clock, you fail. Have you ever needed to take a few minutes from your workday to pick up your sick child at school, run to the bank, or renew your driver license? So does everyone else. I once had the pleasure to employ a single mother with three children; together we experienced high temperatures, teacher conferences and baby sitter problems. I adjusted the work schedule on occasion, let missed time be made up when ever was possible but in the end I got more than I gave. She was a faithful loyal employee that never took advantage and was always there when I needed her. To many people this kind of flexibility is worth more than money. This does mean that on occasion you might have to “jump in” and fill the empty spot. You will find this goes miles in the respect category and will verify that you meant what you said… “I will never ask you to do something I haven’t done myself.” Continue »