In October we invited you to take part in our latest Life on Board survey – our most robust measure of how things are for colleagues on board our ships.
This was our second survey of 2024, its main purpose being to check in on progress against targets and strategic priorities set earlier in the year, from our Life on Board survey in May.
Here are the results:
Cunard has achieved and eNPS of 52 and met target of 50, however colleagues still feel there needs to be improvements made to culture on board.
Overall engagement remains high with the inclusion of Queen Anne for the first time. Queen Anne guest experience is mirrored in that of crew and a focus on crew wellbeing is needed to improve overall engagement.
P&O Cruises eNPS has been declining since an unprecedented increase this time last year. Like Cunard, colleagues feel there needs to be improvements made to culture on board.
There is quite a difference in engagement scores depending on the department you are in. Galley, Restaurant, Bars, Inventory and Housekeeping are priority areas where scores are lowest.
Management onboard has been impacted by operational pressures and many newly promoted crew. Leadership and Management Essentials is in place to help correct this however completion rates so far have been quite low and so more focus is needed.
Across both brands
Both brands would benefit from a focus on management to avoid future declines in crew opinion. Priority for managers and leaders is to demonstrate respect and protect for their team through being more approachable and valuing team contributions regardless of brand, ship or department.
Themes of favouritism and bias have re-surfaced again, impacted by review of promotional waitlist and a delay to career passports launch for P&O Cruises. This should be prioritised as it’s a theme which has been hard to shift perceptions on in the past.
Both brands have decreased significantly in Speak Up which was an area we had previously seen progress, primarily driven by Guest Experience departments. Focus should be placed on managers having the skills to address (and encourage) informal speak up.
Hopefully you’ll have heard about the results and focus areas for the ship you’re working on. Local action plans are managed by each ship’s Senior Management Team (SMT).
To find out more about the results speak to your Head of Department.
8 Comments
Nice
The promotion problem will never change 100% as most indian executives favor only their own and if they favor female for their own benefit
Thank you so much for the survey, I personally have experienced a lot of favouritism and biased in terms of being placed where we are supposed to be, I am African and Indians are the majority even our leaders are all Indians, eveything is give to Indian even if you can see that you have better qualities than the person that has been given the post
Excellent
I’m hoping for the food in the crewmess will be improve as some staff didn’t able to have their meal because of the selection of the food serve is not delictible,
Cunard is good. Clasic cruise and good service
excellent
Very happy to be a big family at Cunard, hopefully all plans at work can always be carried out smoothly and can work well with the team ✌️