Performance reviews don’t need to be rigid and formal — they can be open conversations that foster mutual growth.
I’ve always viewed the chief stew role as far more than leadership or managing the interior team. Our responsibility extends to cultivating teams capable of delivering memorable, seven-star guest experiences. Even more importantly, our true legacy lies in empowering stews and mastering productive performance reviews and creating structured feedback loops. Here’s your guide to delivering engaging, constructive and empowering reviews.
Train First, Review Second
Ensure your stews clearly understand expectations — from cabin preparation to silver-service etiquette. Training is essential, making performance reviews purposeful rather than remedial.
Create a detailed training checklist. After training your crew, have stews switch roles and train you back using the same checklist. This real-time method, known in land-based service industries as “Train the Trainer,” helps catch gaps and reinforce standards effectively.
360-Degree Reviews
Invite perspectives from everyone involved — guests, fellow stews, deck crew, chefs and yourself — to provide a balanced view of performance.
Guest satisfaction is your ultimate goal. Incorporate guest feedback into reviews through brief, post-trip surveys. Allow guests to rate specific service areas from one to five and leave open-ended comments highlighting strengths and suggestions for improvement. This direct feedback underscores the tangible impact of your team’s efforts.
Additionally, invite your stews to review you as chief stew. While potentially challenging, this practice demonstrates humility, fosters trust and illustrates a genuine commitment to mutual growth.
Continuous Conversations
Replace the outdated annual review with brief weekly check-ins — normalizing feedback, reducing anxiety, allowing immediate course corrections and demonstrating ongoing support. Simple weekly prompts include “What went particularly well this week?” and “Did you face any challenges?”.
Celebrate the Wins, Big and Small
Make recognition integral to your performance culture. Celebrate victories consistently — whether a stew perfected table settings or received glowing guest praise. Acknowledging these moments fosters pride and motivation. Consider meaningful rewards like public shout-outs during team meetings, personalized notes of thanks and small tokens (gift cards, extra downtime or treats).
Keep it Human
Nothing undermines a performance review faster than impersonal feedback. Empathy must guide each conversation. Acknowledge individual strengths and struggles, and personalize feedback to each stew. Encourage openness by asking: “Where did you feel most confident about this charter;” “What can we improve together next time;” and “How can I support your professional growth?”
Performance reviews don’t have to be formal or intimidating. Choose relaxing settings to make conversations comfortable, open and anxiety-free.
Great performance reviews are more than just paperwork — they’re powerful tools for nurturing talent and creating cohesive teams. Reviews can foster growth, eliminate ambiguity and build confidence. Ultimately, support will prepare your stews for future leadership roles, marking your success as a mentor.
Check Please…
Prepare a clear, concise checklist covering key performance areas:
- Cabin standards
- Laundry efficiency
- Service quality
- Crew morale and collaboration
- Detailing accuracy
- Communication effectiveness
- Safety compliance
Employ the “feedback sandwich” technique — highlight strengths, identify growth areas constructively and conclude positively. During these reviews:
- Note highlights and express gratitude for their contributions
- Audit and rate each performance area clearly
- Set specific upcoming goals
- Ask stews about their interests in learning new skills and outline plans to help them achieve these goals
Consider team-building days during downtime, bringing in experts to teach new skills or create fun challenges to foster engagement and camaraderie.