STAFFING SOS: SOLVING MARINA LABOR WOES

Staffing SOS: Solving Marina Labor Woes

With Memorial Day behind us, the busy season is already here. For many marinas, that means juggling increased boat traffic, daily maintenance, and high customer expectations—often with too few hands on deck. While the need for dockhands, techs, and support staff ramps up fast, filling those roles hasn’t gotten any easier. Labor shortages, housing costs, and competition from other summer employers all make staffing a constant challenge.

Whether you’re still finalizing your team or looking to stabilize operations heading into July, now’s the time to explore some creative solutions that are already making a difference at other marinas.

Where Staffing Gets Stuck

Seasonal demand is the biggest driver. Most marinas see visitor traffic spike between June and August, creating a need to scale up quickly—and temporarily. That means hiring short-term help who can step in with minimal ramp-up time. But seasonal work isn’t always attractive, especially when other employers (like resorts or hospitality chains) offer more competitive pay or perks.

Specialized skills are also in short supply. Many marina jobs—such as fueling operations, pump-out services, and basic vessel maintenance—require hands-on training and awareness of safety and environmental rules. Marine mechanics and electricians are even harder to find and often have their pick of where to work.

Meanwhile, turnover remains high, especially for entry-level roles. Without a clear path to long-term employment or opportunities for growth, many new hires don’t stick around past the 4th of July. According to Core Group Resources, the maritime sector has seen retirements and attrition outpace the pipeline of new workers for years, and marinas are feeling that squeeze most acutely in the summer.

What’s Working at Other Marinas

More Flexible Schedules

Allowing staff to pick up part-time or staggered shifts opens the door to students, retirees, and others who can’t commit to a full 40-hour workweek. Job-sharing and shift-swapping can also make it easier to retain coverage across long days. Apps like When I Work or Homebase help streamline scheduling and reduce no-shows.

1. Local Partnerships with Schools and Trade Programs

Community colleges and vocational schools with marine tech, hospitality, or electrical programs are excellent recruitment sources. Organizations like the Marine Advanced Technology Education (MATE) Center connect students with internships that often lead to seasonal or long-term roles. In return, marinas get pre-trained, motivated talent.

2. Offering Housing or Housing Stipends

Affordable housing near waterfronts is scarce, especially in tourist-driven towns. Some marinas have created staff housing onsite, while others subsidize local rentals or offer a monthly housing allowance to make roles viable for out-of-town hires. A quick search on Indeed shows how common this has become for marina and hospitality jobs alike.

3. Referral Bonuses That Actually Work

Employees often know someone who’d be a great fit—if the incentive is right. Marinas have seen strong results from offering $250–$500 for successful referrals that stay on for 60+ days. Consider adding non-cash perks too, like free meals, boat rentals, or extra time off for staff who help bring in new hires.

4. Cross-Training Your Team

When employees are trained across roles—say, a dockhand also handling fueling or a customer service rep able to step onto the dock—you get more coverage without adding headcount. It also gives staff a broader skillset and more variety in their day-to-day, which improves retention.

5. Make Work Culture a Priority

Pay matters, but so does the day-to-day work experience. Marinas that celebrate wins, listen to staff input, and invest in growth tend to keep good people longer. Lauderdale Marine Center in Florida is one example—by offering paid education and consistent recognition, they’ve built a team that delivers high-quality service and sees strong repeat business year after year.

Midseason Doesn’t Mean Too Late

If your summer hiring didn’t quite go as planned, you’re not alone. Plenty of marinas are still actively adjusting schedules, onboarding new hires, and experimenting with short-term staffing fixes. The difference often comes down to flexibility: finding ways to meet workers where they are, reduce friction in hiring and training, and offer enough value—whether that’s in wages, housing, or culture—to keep people onboard through Labor Day and beyond.

Even modest shifts in approach can yield stronger crews, smoother operations, and better guest experiences during your busiest months. And for seasonal workers who feel valued and supported, this summer might not be their last.

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About MariCorp

Maricorp is one of the largest floating boat dock manufacturing and construction companies in the United States, specializing in galvanized steel floating docks and boat lift systems. With projects spanning coast-to-coast, Maricorp provides marina consultation and design, marine construction, marina repair and renovation, and boat dock disaster response and demolition.