How to Improve Company Culture in the Maritime Industry

If you’re a company owner of manager working in the maritime industry, it’s likely that you’ve heard the term ‘company culture.’ But in this day and age where there are so many corporate buzzwords making the rounds, what exactly is company culture, and what does it mean to your organization? 

What is Company Culture? 

 Company culture refers to the shared values, beliefs, behaviors, and ways of working that shape how an organization operates on a day-to-day basis. It influences how decisions are made, how people communicate, how leaders lead, and how employees – whether they’re shore-based or seafarers working at sea - experience their work. 

In simple terms, company culture isn’t what’s written in a policy document: it’s what actually happens when people show up to work. It can be seen in how managers treat their teams, departments or crews, how problems are handled, how success is rewarded, and how mistakes are addressed. 

In the maritime industry, company culture often develops over decades. Many ship management companies, manning agencies, and shipowners have long histories and deeply ingrained ways of working. This can be a strength, but it can also make cultural change more challenging. 

Why Company Culture Matters in the Maritime Industry 

Maritime companies operate in a unique environment. Teams are often split between offices on land and vessels at sea. Crew members may work under different conditions, cultures, and time zones, while shore staff handle operations, compliance, crew recruitment, and commercial pressures. 

A strong company culture helps bridge these gaps. It provides consistency, clarity, and trust across the entire organization. 

Some key reasons company culture matters in maritime include: 

• Safety and compliance depend heavily on behavior and mindset, not just procedures 

• Retention of skilled seafarers is increasingly competitive 

• Shore teams and crew must collaborate effectively despite physical distance 

• Reputation travels fast in the maritime labor market 

What Makes Up Company Culture? 

Company culture is made up of several interconnected elements. These include both formal and informal factors. 

• Leadership behavior and decision-making 

• Communication style and transparency 

• Attitudes toward safety, training, and development 

• How performance is recognized and rewarded 

• How conflict and mistakes are handled 

• Work-life balance expectations 

Read more: How Transparency Can Improve Your Crew Retention Rates 

In maritime businesses and organizations, culture is also shaped by how vessels are managed, how crew welfare is prioritized, and how clearly expectations are communicated from shore to ship. 

How to Assess Your Company’s Culture 

Understanding your company’s current culture is a crucial first step before trying to improve it. Many companies assume they already know their culture, but there is often a gap between leadership perception and employee experience. 

Here are practical ways to assess company culture. 

Listen to Employees and Crew 

• Conduct anonymous employee and seafarer surveys 

• Hold structured feedback sessions with shore staff 

• Gather feedback during crew debriefs and exit interviews 

Pay attention not only to what people say, but also to recurring themes. 

Read more: Why Listening is Vital for Crew Retention 

Observe Daily Behavior 

Culture shows up in everyday actions. 

• How do managers respond to problems or incidents? 

• Are people comfortable speaking up? 

• How are safety concerns treated in practice? 

Review People Data 

Data can reveal cultural issues. 

• Staff and crew turnover rates 

• Length of service 

• Sick leave and absenteeism 

• Training participation and promotion patterns 

Compare Stated Values with Reality 

Many companies publish values related to safety, respect, and teamwork. The key question is whether these values are visible in real decisions and behaviors.

Common Cultural Challenges in Maritime Companies 

While every organization is different, certain challenges appear frequently in the maritime sector. Is your company guilty of any of the following??

• A strong hierarchical structure that discourages open communication 

• A divide between shore staff and seafarers 

• Limited feedback loops from vessels to management 

• Resistance to change due to long-established practices 

• Focus on compliance over engagement 

Recognizing these challenges doesn’t mean abandoning tradition. It means adapting ways of working to meet modern workforce expectations. 

The Benefits of a Strong Company Culture 

Investing in company culture delivers measurable benefits. Here are just a few of them that should have you feeling a (positive) knock-on effect: 

Improved Retention and Recruitment 

A positive reputation as an employer makes it easier to attract and retain skilled seafarers and shore-based professionals. In a tight labor market, culture can be a deciding factor. 

Better Safety Performance 

When employees and crew feel respected and heard, they are more likely to report issues, follow procedures, and look out for one another. 

Higher Engagement and Productivity 

People who feel connected to their company’s values are more motivated and committed to their work. 

Read more: 9 Ways to Make Sure Your Office Employees are Motivated 

Stronger Employer Brand 

Word of mouth matters in maritime. A strong culture improves how your company is perceived by office-based employees, crew, candidates, partners, and clients, thus creating a strong brand.

How to Build and Maintain a Great Company Culture 

Creating a strong company culture is an ongoing process, not a one-time initiative. 

Lead by Example 

Culture starts with leadership. 

• Managers must model the behaviors they expect 

• Safety, respect, and accountability must be visible in decisions 

• Leaders should be accessible and consistent 

Read more: How to be a Good Leader When You Work in a Job at Sea 

Improve Communication Between Ship and Shore 

• Create clear channels for feedback from vessels 

• Share updates and decisions transparently 

• Ensure crew understand why changes are being made 

Top tip: In Martide there’s a feature called ‘Forms’. This allows you to create customizable questionnaires that you can send to your seafarers to get their feedback either during or after their contract. 

Invest in Training and Development 

• Provide leadership training for senior officers and managers 

• Support career progression for both crew and shore staff 

• Encourage continuous learning, not just mandatory courses 

Recognize and Reward the Right Behaviors 

• Acknowledge safe practices and teamwork 

• Celebrate long service and professional growth 

• Align rewards with company values 

Support Crew Welfare 

For maritime companies, culture is closely linked to how crew are treated. 

• Reasonable contract lengths 

• Clear rotation planning 

• Access to support while at sea 

• Fair and transparent crewing practices 

Traditional vs Modern Company Culture in Maritime 

Traditional Approach	Modern Approach
Change is slow	Continuous improvement
Top-down decision making	Open communication and feedback
Focus on rules only	Focus on behavior and mindset
Limited engagement with crew	Active crew involvement

 This doesn’t mean abandoning structure or discipline: it means balancing them with trust and engagement. 

Measuring Cultural Progress Over Time 

Once improvements are introduced, it’s important to track progress. 

• Repeat surveys annually 

• Monitor retention and engagement trends 

• Review safety and incident reporting patterns 

• Ask for feedback on specific initiatives 

Culture within your company will evolve, and regular review helps ensure it’s always moving in the right direction. 

Final Thoughts About Company Culture in Maritime 

Company culture plays a critical role in how maritime organizations perform, grow, and retain talent. While the industry has strong traditions, evolving workforce expectations make culture more important than ever. 

By understanding your current culture, listening to employees and crew, and taking practical steps to improve communication, leadership, and welfare, maritime companies can build a culture that supports both people and performance. 

Frequently Asked Questions 

What is company culture in simple terms? 

Company culture is how people behave at work, whether they’re in an office, at a port, or onboard a vessel, and how they are treated, rather than what’s written in official documents. 

Why is company culture important for ship management companies? 

Ship management companies rely on strong cooperation between shore teams and vessels. A healthy culture improves safety, communication, and crew retention. 

Can company culture be changed in traditional maritime companies? 

Yes - but it requires leadership commitment, clear communication, and consistent action over time. 

How long does it take to improve company culture? 

Cultural change is gradual. Initial improvements can be seen within months, but lasting change usually takes years of consistent effort. 

How can manning agencies improve company culture? 

Manning agencies can focus on transparent recruitment, fair treatment of crew, clear communication, and long-term career support.